E-Verify User Manual for Federal Contractors · E-Verify employer agents, review the ‘User Manual...

M-574, E-Verify User Manual for Federal Contractors


TABLE OF CONTENTS

1.0 INTRODUCTION………………………………………………………………………… 4

1.1 Background and Overview…………………………………………………………….. 4

E-Verify Federal Contractor Rule …………………………………………………….. 5

1.2 Basic Website Navigation………………………………………………….................. 6

Essential Resources…………………………………………………………………….. 7

1.3 E-Verify Participation: Enrollment vs. Registration…………………………………... 8

1.4 Overview of User Roles…………………………………………………………………. 10

1.5 User Rules and Responsibilities……………………………………………………….. 11

1.6 Privacy and Security Statement………………………………………………………... 13

1.7 Federal Contractor Requirements……………………………………………………… 14

Federal Contractor: Workforce Verification Guidelines.…………………………….. 14

Exceptions to Federal Contractor Rule………………………………………………... 14

2.0 INITIAL VERIFICATION…………………..……………………………………………. 18

2.1 Form I-9 and E-Verify…….……………………………………………………………… 18

Receipts…………………………………………………………………………………… 19

Rehires…………………………………………………………………………………….. 20

2.2 Form I-9 and Existing Employees…………………………………………………….. 20

2.3 Create a Case……………………………………………………………………………. 20

Hire Date………………………………………………………………………………….. 20

Check Information……………………………………………………………………….. 23

Error: Unexpired Document Required………………………………………………… 24

E-Verify Photo Matching………………………………………………………………… 25

2.4 Initial Case Results……………………………………………………………………… 27

2.5 Employment Authorized………………………………………………………………… 28

Request Name Review…………………………………………………………………. 30

Tentative Nonconfirmation (TNC)……………………………………………………… 31

2.6 DHS Verification In Process……………………………………………………………. 32

3.0 INTERIM CASE RESULTS….………………………………………………………… 33

3.1 SSA Tentative Nonconfirmation (TNC)……………………………………………….. 33

Notify Employee of SSA TNC…………………………………………………………..

Refer Employee to SSA ………………………………………………………………...

33

37

3.2 Review and Update Employee Data…………………………………………………... 40

3.3 DHS Tentative Nonconfirmation (TNC)………………………………………………. 41

Notify Employee of DHS TNC…………………………………………………………..

Refer Employee to DHS…………………………………………………………………

41

45

3.4 SSA Case in Continuance and DHS Case in Continuance………………………… 49

4.0 FINAL CASE RESOLUTION………………………...………………….……...……… 50


4.1 Final Case Results………………………………………………………………………. 50

SSA Final Nonconfirmation and DHS Final Nonconfirmation.……………………… 50

DHS No Show …………………………………………………………………………… 51

Error: Close Case and Resubmit………………………………………………………. 52

4.2 Close Case……………………………………………………………………………….. 53

Case Closure Statements………………………………………………………………. 55

4.3 Case Alerts……………………………………………………………………………….. 56

Open Cases to be Closed………………………………………………………………. 58

Cases with New Updates……………………………………………………………….. 58

Work Authorization Documents Expiring……………………………………………… 59

5.0 CASE REPORTS………………………………………...……………...………………. 60

5.1 Corporate Overview of Pilot Usage…………………………………………………… 60

5.2 Quick Audit Report………………………………………………………………………. 61

5.3 User Audit Report……………………………………………………………………….. 62

5.4 User Report………………………………………………………………………………. 63

6.0 ACCOUNT ADMINISTRATION………………………………………...……………… 65

6.1 User Roles………………………………………………………………………………... 65

6.2 User ID and Password Creation……………………………………………………….. 65

Change Your Password………………………………………………………………… 67

6.3 Change Security Questions…………………………………………………………… 68

6.4 Update User Profile Information………………………………………………………. 69

7.0 MY COMPANY – PROGRAM ADMINISTRATORS…………….…………………... 71

7.1 Add New User…………………………………………………………………………… 71

7.2 View Existing Users……………………………………………….............................. 72

Reset User’s Password………………………………………………………………… 73

Delete User Account…………………………………………………………………….. 74

7.3 Edit Company Profile..………………………………………………………………….. 75

Company Information Fields.……………………………………................................. 77

Update Points of Contact……………………………………………………………...... 77

Update North American Industry Classification System (NAICS) Code Information……………………………………………………………………………….. 79

Add New Hiring Site(s)………………………………………………………………….. 81

View Memorandum of Understanding (MOU)……………………………………….. 82

7.4 Close Company Account………………………………………………………………... 83

8.0 CLIENT COMPANY ADMINISTRATION FOR E-VERIFY EMPLOYER AGENTS 85

8.1 Client Enrollment…………………………………………………………………………. 85

8.2 Update Client Information……………………………………………………………... 91

Client Company Information Fields…………………………………………………… 93

8.3 View Client Memorandum of Understanding (MOU)…...……………………………. 94


8.4 Close Client Account……………………………………………………………………. 95

9.0 RESOURCE AND CONTACT INFORMATION………………..…………………..… 97

APPENDIX A: ACRONYMS……………………………………………………………. 99

APPENDIX B: GLOSSARY…….………………………………………………………. 100

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M-574, E-Verify User Manual for Federal Contractors | September 2012 www.dhs.gov/E-Verify

1.0 INTRODUCTION

Welcome to the ‘E-Verify User Manual for Federal Contractors.’ This manual provides

guidance on E-Verify processes and outlines the rules and responsibilities for federal

contractors. For the purpose of this user manual, the term ‘federal contractor’ means

any U.S. company, corporation or business entity that has a contract with the federal

government containing the Federal Acquisition Regulation (FAR) E-Verify clause. All

users must follow the guidelines set forth in the memorandum of understanding

(MOU) and the rules and responsibilities outlined in this manual.

For the purpose of this manual, the term ‘employer’ means any U.S. company,

corporation or business entity that is required to complete Form I-9, Employment

Eligibility Verification (referred to hereafter as Form I-9) including any company

employee with an E-Verify user account. In addition, the term ‘E-Verify employer

agent’ means any U.S. company, corporation or business entity that is providing the

service of verifying employees as a third party to ‘clients’ (employers) through the

use of E-Verify.

Clients of E-Verify employer agents are required to complete Form I-9 for each newly

hired employee and employee assigned to a covered federal contract and must follow

the guidelines set forth in the ‘E-Verify Memorandum of Understanding for Client

Employers of E-Verify Employer Agents.’ For information and processes specific to

E-Verify employer agents, review the ‘User Manual for E-Verify Employer Agents’

available in ‘View Essential Resources.’

This section introduces the background and overview, basic website navigation,

participation, user roles, rules and responsibilities, and the privacy guidelines of

E-Verify.

1.1 BACKGROUND AND OVERVIEW

In 1996, Congress passed the Illegal Immigration Reform and Immigrant

Responsibility Act (IIRIRA), which required the Social Security Administration (SSA)

and U.S Citizenship and Immigration Services (USCIS), formerly the Immigration

and Naturalization Service, to initiate an employment verification pilot program.

Under the U.S. Department of Homeland Security (DHS), U.S. Citizenship and

Immigration Services operates the E-Verify program, previously referred to as Basic

Pilot. E-Verify is an internet-based system that implements the requirements in

IIRIRA by allowing any U.S. employer to verify the employment eligibility of all its

newly hired employees.

E-Verify is a voluntary program for most employers, but mandatory for some, such

as employers with federal contracts or subcontracts that contain the Federal

Acquisition Regulation (FAR) E-Verify clause and employers in certain states that

have legislation that mandates the use of E-Verify for some or all employers.

NOTE: E-Verify cannot provide you with guidance on state or local laws that require

your participation in E-Verify. For help, you should contact the appropriate state

officials, or you may also be able to receive assistance through a local Chamber of

Commerce.

Apart from any state or local law that requires participation in E-Verify, employers

are fully responsible for complying with sections 274A (which addresses the

requirements of the Form I-9 process) and 274B (which addresses unfair

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immigration-related employment practices) of the Immigration and Nationality Act.

If employers fail to comply with either, then they may be subject to penalties.

E-Verify works by electronically comparing the information on an employee’s Form

I-9 with SSA, DHS, and U.S. Department of State (DOS) records to verify the

identity and employment eligibility of each newly hired employee and/or employee

assigned to a covered federal contract.

At this time, an employer can verify the employment eligibility of only one person at

a time in E-Verify. All new, temporary, seasonal and rehired employees must be

entered into E-Verify individually.

E-Verify is free and the best means available to determine the employment eligibility

of new hires. E-Verify is currently available in all 50 states, the District of Columbia,

Puerto Rico, Guam, and the U.S. Virgin Islands.

NOTE: E-Verify Self Check, referred to as Self Check, is a free, fast, secure and

voluntary online service that allows individuals to perform employment eligibility

checks on themselves. Employers may not ask current or prospective employees to

use Self Check to prove employment eligibility. The service is designed to provide

visibility into government records, and if necessary, guidance on how to correct

those records. Self Check is separate from the E-Verify user interface. For more

information and specific rules visit www.uscis.gov/E-Verifyselfcheck.

Self Check does not satisfy or supersede the requirements of federal contractors

subject to the Federal Acquisition Regulation (FAR) E-Verify clause, or any other

employers, to use E-Verify.

E-VERIFY FEDERAL CONTRACTOR RULE

On November 14, 2008, the Civilian Agency Acquisition Council and the Defense

Acquisition Regulations Council published a Federal Acquisition Regulation (FAR) final

rule (FAR case 2007-013, Employment Eligibility Verification) that implements the

amended Executive Order 12989. The FAR is a set of rules and regulations used to

manage the way the federal government acquires supplies and services with

appropriated funds.

The FAR final rule, known as the E-Verify federal contractor rule, directs federal

agencies to require many federal contractors to use E-Verify to electronically verify

the employment eligibility of their employees. It requires federal contractors,

through language inserted into their federal contracts, to agree to use E-Verify to

verify the employment eligibility of all persons they hire during a contract term, as

well as their current employees who perform work under a federal contract within

the United States. The rule’s requirements to include language on E-Verify in federal

contracts took effect on September 8, 2009.

For more information on the E-Verify federal contractor rule, review the

‘Supplemental Guide for Federal Contractors’ available in ‘View Essential Resources.’

http://www.uscis.gov/E-Verifyselfcheck

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1.2 BASIC WEBSITE NAVIGATION

All E-Verify users need to be familiar with the website navigation links. The figure

below provides a screen shot of the employer user Web page. The navigation links

within each area vary depending upon the type of user.

Area 1 displays the E-Verify logo and the telephone number for Customer Support:

888-464-4218. Area 1 also includes a quick shortcut to begin the verification

process. By clicking the green ‘Verify Employee’ button, you will begin the

verification process.

Area 2 contains ‘E-Verify News’ which includes important updates on E-Verify,

information affecting employment verification, best practices and current events.

Area 3 contains E-Verify navigation options which are identified in the ‘Area 3

Navigation Overview.’ Selecting a navigation menu link is the first step in accessing a

task or function in E-Verify. Choosing an option displays the first active page where a

user enters information. Each user’s menu option is based on his or her assigned

user role. For more information, see Section 1.4.

AREA 3 NAVIGATION OVERVIEW LINK INFORMATION

My Cases ► New Case ► View Cases ► Search Cases

My Profile ► Edit Profile ► Change Password ► Change Security Questions

3 1 2

4

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My Company (Only program administrators have these options)

► Edit Company Profile ► Add New User ► View Existing Users ► Close Company Account

My Reports ► View Reports

My Resources ► View Essential Resources ► Take Tutorial ► View User Manual ► Contact Us

Area 4 displays ‘Case Alerts’ for cases requiring action. Case alerts inform you when

an action is required. For more information, see Section 4.3.

ESSENTIAL RESOURCES

‘View Essential Resources’ under ‘My Resources’ contains links to important

documents and tools for employers who participate in E-Verify. The ‘Essential

Resources Overview’ provides specific information on the resources available to

users.

ESSENTIAL RESOURCES OVERVIEW

LINK INFORMATION

E-Verify Essentials ► E-Verify Participation Poster ► Right to Work Poster ► E-Verify User Manuals

E-Verify Notices ► Blank ‘Notice to Employee of Tentative Nonconfirmation,’ ‘Referral to the U.S. Department of Homeland Security’ and ‘ Referral to the Social Security Administration’ available in several foreign languages

Form I-9 Resources ► The latest version of Form I-9 in English and Spanish

► The ‘Handbook for Employers: Instructions for Completing Form I-9 (M-274)’

Memorandums of Understanding (MOU)

► Blank copy of the most recent version of the MOU

Resources for Employers ► Websites and links to Web pages of particular interest to employers participating in E-Verify

Select Press Releases and Other Guidance

► Information on photo standards, document guides and announcements related to employment documents

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1.3 E-VERIFY PARTICIPATION: ENROLLMENT VS.

REGISTRATION

It is important to understand the difference between enrollment and registration

which is outlined in the ‘Enrollment vs. Registration Overview.’ For additional

information, visit www.dhs.gov/E-Verify.

To check your company’s enrollment status or your access method, contact:

E-Verify Customer Support Monday through Friday 8 a.m. – 5 p.m. local time Telephone: 888-464-4218 E-mail: [email protected]

If your company is enrolled and you need information about how to add additional

users or about their functions, see Section 6.0.

ENROLLMENT VS. REGISTRATION OVERVIEW Enrollment Registration

Who Companies enroll in E-Verify to participate in the program.

Program administrators register new users in E-Verify who are then able to create cases.

How Visit the E-Verify enrollment website at https://e-verify.uscis.gov/enroll to enroll

Program administrators may register general users and additional program administrators at any time after completing the E-Verify tutorial for federal contractors and passing the knowledge test. For more information on adding new users, see Section 7.1

Why Companies enroll to verify employment eligibility of employees

Most enrolled companies have different people who use E-Verify to create cases. There is no limit on the number of users an enrolled company can register to create cases.

To participate in E-Verify, each company must enroll online via any Internet-capable

computer using a Web browser of Internet Explorer 5.5, Netscape 4.7 or higher (with

the exception of Netscape 7.0) or Mozilla Firefox 1.0 or higher.

You must read and accept the electronic memorandum of understanding (MOU)

which details the responsibilities of the Social Security Administration (SSA), the U.S.

Department of Homeland Security (DHS), the federal contractor and/or the E-Verify

employer agent. The MOU is signed by the employer during enrollment. All E-Verify

users must agree to and follow the guidelines and user responsibilities outlined in the

MOU and this manual. It is your company’s responsibility to ensure that your users

are prepared and capable of using E-Verify properly. Misuse of E-Verify may lead to

legal liability for both the company and the user.

To enroll in E-Verify, federal contractors visit the enrollment website. This website

guides companies through the enrollment process. Additional information regarding

enrollment is found at the following URL: www.dhs.gov/E-Verify.

Participating companies use E-Verify through an access method determined during

the enrollment process. An access method is a type of E-Verify account that offers

different features for specific types of organizations. The four access methods

http://www.dhs.gov/e-verify

mailto:[email protected]

https://e-verify.uscis.gov/enroll

http://www.dhs.gov/E-Verify

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include: employer, E-Verify employer agent, corporate administrator and Web

services. The access methods are explained in the ‘Access Method Overview.’

ACCESS METHOD OVERVIEW ACCESS METHOD EXPLANATION

Employer Access My company plans to use E-Verify to verify its employees.

Most E-Verify participants, regardless of their business size or structure, are enrolled under the employer access method. This access method allows a company to create cases in E-Verify for its newly hired employees and/or employees assigned to a covered federal contract. For more information, visit www.dhs.gov/E-Verify.

E-Verify Employer Agent Access

My company plans to use E-Verify on behalf of its clients to verify their employees.

The E-Verify employer agent access method allows an individual or company to act on behalf of other companies to create cases in E- Verify for their newly hired employees and/or employees assigned to a federal contract. For more information, visit www.dhs.gov/E-Verify.

Corporate Administrator Access

My company has a central office that needs to manage E-Verify use for all of its locations that access E-Verify.

Corporate administrator access is used only for managing multiple employer accounts and doesn’t allow corporate administrator users to create and manage E-Verify cases. For more information, visit www.dhs.gov/E-Verify.

Web Services Access for Employers -or- Web Services Access for E-Verify Employer Agents

My company plans to develop its own software to access E-Verify.

The Web services access method requires a company to develop software that interfaces with E-Verify to verify the employment eligibility of newly hired employees and/or employees assigned to a federal contract. The company’s software will extract data from its existing system or an electronic Form I-9 and transmit the information to E-Verify. If a company chooses this option, it is sent the Web services Interface Control Document. The Interface Control Document contains the information used to develop and test the software interface. Both employers and E-Verify employer agents are eligible to use this access method.

REMINDER

Follow E-Verify procedures for ALL new hires while enrolled in E-Verify.




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1.4 OVERVIEW OF USER ROLES

Enrolled companies can provide their employee’s access to E-Verify by assigning

them user roles. Permissions and functions in E-Verify granted to the user depend

upon the user role. There are two types of users: general users and program

administrators. Review the permissions of each user role in the ‘User Role Overview.’

General users and program administrators must successfully complete the online

E-Verify tutorial for federal contractors before privileges to create or manage cases

are granted. For more information on the specific functions of each user role, see

Section 6.1.

USER ROLE OVERVIEW USER ROLE PERMISSIONS

Program Administrator

(at least one required)

A company must have at least one program administrator. The program administrator role includes functions of a general user. Permissions include:

Enrolling new clients and updating client profile information (E-Verify employer agents only)

Registering new users Creating user accounts for other program administrators and general

users Creating and managing cases Viewing reports Updating profile information for other program administrators and

general users Unlocking user accounts Closing company and user accounts

General User

(optional)

A company can have as many general users as it desires but is not required to have general users. The general user is responsible for following all E-Verify program rules and staying informed of changes to E-Verify policies and procedures. Permissions include:

Enrolling new clients and updating client profile information (E-Verify employer agents only)

Creating and managing cases Viewing reports Updating his/her own user profile

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1.5 USER RULES AND RESPONSIBILITIES

All E-Verify users are bound by the guidelines set forth in the memorandum of

understanding (MOU) agreement and the rules and responsibilities outlined in this

manual.

It is your responsibility to ensure that all users understand program rules. We

recommend that you review with your users these rules and responsibilities

periodically to ensure proper use of E-Verify and the protection of your employees’

workplace rights.

All E-Verify users must follow the guidelines specified in the ‘Rules and

Responsibilities Overview.’ If you are an E-Verify employer agent, many of these

requirements are the ultimate responsibility of the client. Representatives at each

client site should be instructed to adhere to the following guidelines in conjunction

with responsibilities outlined in the ‘E-Verify Memorandum of Understanding for

Client Employers of E-Verify Employer Agents.’

RULES AND RESPONSIBLITIES OVERVIEW

Federal contractors participating in E-Verify MUST:

Follow E-Verify procedures for each new hire while enrolled/participating in E-Verify.

Notify each job applicant of E-Verify participation.

Clearly display both the English and Spanish ‘Notice of E-Verify Participation’ and the ‘Right to Work’ posters.

Complete the Form I-9 for each newly hired employee before creating a case in E-Verify.

Ensure that Form I-9 List B identity documents have a photo (Section 2.1).

Create a case for each newly hired employee no later than the third business day after he or she starts work for pay.

Obtain a Social Security number (SSN) from each newly hired employee on Form I-9.

Provide each employee the opportunity to contest tentative nonconfirmation (TNC).

Allow each newly hired employee to start and continue working during the E-Verify verification process, even if he or she receives a TNC.

Ensure that personally identifiable information is safeguarded.

Only use E-Verify for an existing employee under limited circumstances. For more details about verifying an existing employee review the ‘Supplemental Guide for Federal Contractors.’

Use special considerations when you decide how to, and whether to verify an existing employee. For more information review the ‘Supplemental Guide for Federal Contractors.’

You are required to create a case within a specified period of time. If a case is not created within those timeframes, you must note the reason for the delay and

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attach it to Form I-9.

You may not verify an employee selectively, and must follow E-Verify procedures for each newly hired employee and an existing employee assigned to a covered federal contract while your company is participating in E-Verify.

Federal contractors participating in E-Verify MUST NOT: Use E-Verify to prescreen an applicant for employment.

Check the employment eligibility of an employee hired before their company signed the E-Verify MOU.

Take any adverse action against an employee based on a case result unless E-Verify issues a final nonconfirmation.

Specify or request which Form I-9 documentation a newly hired employee must use.

Use E-Verify to discriminate against ANY job applicant or new hire on the basis of his or her national origin, citizenship or immigration status.

Selectively verify the employment eligibility of a newly hired employee. Share any user ID and/or password.

Upon enrollment federal contractors are required to clearly display both the English

and Spanish ‘Notice of E-Verify Participation’ and the ‘Right to Work’ posters; both

are displayed below. These should be displayed in the most appropriate location for

viewing by potential and current employees. Both notices are found in E-Verify after

you log in under ‘View Essential Resources’ (Section 1.2). In addition, E-Verify

recommends providing a copy of these posters with job application materials, either

online or in hard copy. If you are an E-Verify employer agent, you are required to

print and provide these posters to your client.

Issued by Department of Justice, the Office of

Special Counsel for Immigration-Related

Unfair Employment Practices

Provided by DHS

Right to Work PosterEnglish & Spanish

Notice of E-Verify Participation

E-VERIFY PARTICIPATION / ENROLLMENT NOTIFICATION

Issued by Department of Justice, the Office of

Special Counsel for Immigration-Related

Unfair Employment Practices

Provided by DHS

Right to Work PosterEnglish & Spanish

Notice of E-Verify Participation

E-VERIFY PARTICIPATION / ENROLLMENT NOTIFICATION

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1.6 PRIVACY AND SECURITY STATEMENT

The use of E-Verify requires the collection of personally identifiable information. It is

essential to protect the privacy of individuals who submit information to be

processed through E-Verify. It is your responsibility to ensure that all personal

information collected is safeguarded and used only for the purposes outlined in the

memorandum of understanding (MOU) between E-Verify, the federal contractor/user,

and/or E-Verify employer agent and client.

Failure to properly protect individuals’ information can result in identity theft or fraud

and can cause considerable inconvenience, harm or embarrassment to the

individuals affected.

At a minimum, take the steps outlined in the ‘Privacy Guidelines Overview’ to protect

personal information and comply with the appropriate regulations.

PRIVACY GUIDELINES OVERVIEW

► Allow ONLY authorized employees to use E-Verify. Ensure that only the appropriate employees handle information and create cases.

► SECURE access to E-Verify. Protect the password you use to access E-Verify and ensure that unauthorized users do not gain access to E-Verify.

► PROTECT and STORE individuals’ information properly. Ensure that employees’ information is stored in a safe and secure location and that only authorized individuals have access to this information.

► Discuss E-Verify results in PRIVATE. Ensure that all case results including tentative nonconfirmation (TNC) and final nonconfirmation results are discussed in private with the employee.

REMINDER

Ensure that all personally identifiable information is safeguarded.

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1.7 FEDERAL CONTRACTOR REQUIREMENTS

Only federal contracts awarded and solicitations issued after September 8, 2009, will

include the Federal Acquisition Regulation (FAR) E-Verify clause that requires federal

contractors to use E-Verify. Your government contracting official will determine

whether your contract qualifies for the FAR E-Verify clause. Subcontracts for more

than $3,000 for most commercial or non commercial services or construction also

qualify for the FAR E-Verify clause. For additional information on the FAR E-Verify

clause, see the ‘Supplemental Guide for Federal Contractors’ available in ‘View

Essential Resources.’

If you determine that you have a federal contract that contains the FAR E-Verify

clause, you must either select ‘Federal Contractor with the FAR E-Verify Clause’ when

you enroll in E-Verify or update your company profile, if you are already enrolled.

IMPORTANT: Only federal contractors who choose ‘Federal Contractor with FAR

E-Verify Clause’ are permitted to verify existing employees.

FEDERAL CONTRACTOR: WORKFORCE VERIFICATION

GUIDELINES

Most federal contractors with the FAR E-Verify clause will select from the following

two options:

All new hires and all existing employees assigned to a federal contract, or

Entire workforce (all new hires and all existing employees throughout the entire

company), including those not working on a federal contract.

Federal contractors that are institutions of higher learning, state or local

governments, federally recognized Indian tribes or sureties performing under a

takeover agreement entered into with a federal agency under a performance bond

will select from the following three options:

Employees assigned to a covered federal contract only, or

Employees assigned to a covered federal contract and new hires throughout the

organization, or

Entire workforce (all new hires and all existing employees throughout the entire

company), including those not working on a federal contract.

EXCEPTIONS TO FEDERAL CONTRACTOR RULE

Federal contractors with the FAR E-Verify clause are not required to verify the

following employees:

Any employee who was hired on or before November 6, 1986.

NOTE: Individuals hired for employment in the Commonwealth of the Northern

Mariana Islands (CNMI) on or before November 27, 2009 are also not subject to

Form I-9 or verification through E-Verify.

Any employee who has been granted and holds an active U.S. government

security clearance for access to confidential, secret or top secret information in

accordance with the ‘National Industrial Security Program Operating Manual.’

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Any employee who has undergone a completed background investigation and

been issued credentials pursuant to Homeland Security Presidential Directive

(HSPD)-12, Policy for a Common Identification Standard for Federal Employees

and Contractors.

For more information on employees with exemptions or special requirements, see

the ‘Supplemental Guide for Federal Contractors’ available in ‘View Essential

Resources.’

IMPORTANT: If you are an E-Verify employer agent with a client who is a federal

contractor, you must update the organization designation in your client’s company

profile.

If you are a federal contractor who was using E-Verify before it was a required

condition of your contract, you must update the organization designation in your

company profile to reflect federal contractor.

To update your company profile, review steps outlined in ‘Update Federal Contractor

Information – Process Overview.’

UPDATE FEDERAL CONTRACTOR INFORMATION – PROCESS OVERVIEW

►From ‘My Company,’ select ‘Edit Company Profile.’

►Click ‘View/Edit’ in the ‘Company Name’ section.

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►Update your organization designation by selecting the most appropriate category from the

drop down list, and click, ‘Next.’

IMPORTANT: By changing your organization designation to reflect ‘Federal Contractor with FAR E-Verify Clause,’ you will be subject to the rules and requirements specific to federal contractors required to use E-Verify.

You should only change your organization designation to ‘Federal Contractor with FAR E-Verify Clause,’ if you have a contract awarded after September 8, 2009, that includes the Federal Acquisition Regulation (FAR) E-Verify clause for employment eligibility verification through E-Verify.

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►Select the federal contractor category that best describes your organization from the drop

down list, and click ‘Next.’

►Select which employees your company will verify from the drop down list, and click ‘Next.’

►The ‘Company Information’ page will appear with the updated information. Review the information, and click ‘Save and Continue.’

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2.0 INITIAL VERIFICATION

The E-Verify verification process begins with a completed Form I-9. E-Verify makes

employment eligibility determinations by comparing the employee’s Form I-9

information entered in E-Verify with the information contained in Social Security

Administration (SSA), U.S. Department of Homeland Security (DHS), and U.S.

Department of State (DOS) records. E-Verify employer agents are not able to create

a case in E-Verify until they have enrolled at least one client. For an E-Verify

employer agent to use E-Verify to verify the employment eligibility of their own

employees they must add their company as a client. For more information, see

Section 8.0.

Information from Form I-9 is entered into E-Verify and a case result is provided.

Case results ultimately determine an employee’s work eligibility. E-Verify will

determine a case result based on information in SSA, DHS, and DOS records. Case

results can be initial, interim or final. Every case created in E-Verify receives a final

case result before it is closed, and every case must be closed.

This section outlines the steps required to create a case in E-Verify and the initial

case results provided by E-Verify. For information and processes specific to E-Verify

employer agents, review the ‘User Manual for E-Verify Employer Agents’ in ‘View


2.1 FORM I-9 AND E-VERIFY

All federal contractors are required to complete Form I-9 no later than the third

business day after the employee starts work for pay and keep a record of the form

on file. Federal contractors have specific time periods to initiate a verification which

depends on your enrollment status. This applies when you verify new hires and

existing employees. For more information, review the ‘Supplemental Guide for

Federal Contractors.’

Federal contractors and/or E-Verify employer agent federal contractors enrolled in

E-Verify have chosen to take the additional step of verifying that the employee’s

Form I-9 information matches government records thereby ensuring a legal

workforce.

To view or download Form I-9, go to the following website:

http://www.uscis.gov/I-9

For more information on Form I-9 procedures, refer to the ‘View Essential Resources’ link on the left navigation menu; you will find the ‘Handbook for Employers: Instructions for Completing Form I-9 (M-274).’

To view or download the ‘Handbook for Employers: Instructions for Completing Form I-9 (M-274),’ go to the following website:

http://www.uscis.gov/files/form/m-274.pdf

For additional assistance on Form I-9, contact E-Verify Customer Support Monday through Friday 8 a.m. – 5 p.m. at 888-464-4218.

http://www.uscis.gov/I-9


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Federal contractors must ensure that all newly hired employees complete Section 1

of Form I-9 in its entirety. Providing a Social Security number on Form I-9 is usually

voluntary; however, a Social Security number is required by federal contractors who

use E-Verify. Therefore all newly hired employees, including seasonal, temporary,

and rehires MUST have a Social Security number.

A case cannot be created in E-Verify without a Social Security number. If a newly

hired employee has applied for but has not yet received his or her Social Security

number (i.e., if he or she is a newly arrived immigrant), make a note on the

employee’s Form I-9 and set it aside. The employee should be allowed to continue to

work. You must create a case in E-Verify using the employee’s Social Security

number as soon as the Social Security number is available. If the case was not created by the third day after the employee started work for pay

you must indicate the reason for this delay in E-Verify. You may choose a reason

from the drop-down list or state a specific reason in the field provided.

Federal contractors must complete Section 2 of Form I-9 in its entirety. To complete

Section 2, you must examine documents that establish the identity and employment

eligibility of the hired employee. You may not specify which documents from the list

of acceptable documents on Form I-9 an employee may choose to present.

Some documentation establishes both identity and employment eligibility (List A).

Other documentation establishes identity only (List B) or employment eligibility only

(List C). An employer may accept one document from List A, or a combination of one

document from List B and one document from List C.

Any ‘List B’ document presented to a federal contractor participating in E-Verify

MUST contain a photo. However, if an employee objects to photo document

requirements for religious reasons, call E-Verify at 888-464-4218. If the employee

presents a U.S. Passport, Passport Card, a Permanent Resident Card (Form I-551) or

an Employment Authorization Document (Form I-766) you must obtain a copy of it

and retain it with Form I-9. For more information on Form I-9 retention guidelines,

refer to the ‘Handbook for Employers: Instructions for Completing Form I-9 (M-274).’

RECEIPTS

Employers must consider whether or not they can create a case in E-Verify for an

employee who has presented an acceptable receipt to complete Form I-9.

If the employee presents a receipt showing that he or she applied to replace a

document that was lost, stolen or damaged, a case cannot be created in E-Verify.

Presenting a receipt in this situation does not complete the Form I-9 process for

E-Verify. You must wait until the employee presents the actual document for which

the receipt was presented before you can create a case in E-Verify for the

employee.

Employers may create a case in E-Verify for an employee who presents the following

receipts:

• The arrival portion of Form I-94/I-94A with a temporary I-551 stamp and a

photograph of the individual.

• The departure portion of Form I-94/I-94A with a refugee admission stamp.

For more information on acceptable receipts, see the ‘Handbook for Employers:

Instructions for Completing Form I-9 (M-274)’ or visit www.uscis.gov/i-9central.

http://www.uscis.gov/i-9central

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REHIRES

While employers must use E-Verify to verify the employment eligibility of employees

who are rehired, they should never use E-Verify for reverification.

If you rehire an employee for whom you never created an E-Verify case and the

employee’s previous Form I-9 lists an expired identity document (List B), then you

must complete a new Form I-9 and create a case for the employee in E-Verify.

If you rehire an employee for whom you previously created an E-Verify case, and the

employee’s previous Form I-9 lists an expired identity document (List B), then you

may either:

Complete Section 3 of the employee’s previous Form I-9 and not create a new case

for the employee in E-Verify; OR

Complete a new Form I-9 for the employee and create a new case for the

employee in E-Verify.

2.2 FORM I-9 AND EXISTING EMPLOYEES

Federal contractors must follow specific rules if they are verifying existing

employees. For more information, review the ‘Supplemental Guide for Federal

Contractors.’

REMINDER

All newly hired employees need a Social Security number (see exception above) Do NOT specify or request which documentation a newly hired employee must use for

Form I-9 Any ‘List B’ document MUST contain a photo (see exception above) If the employee presents a U.S. Passport, Passport Card, a Permanent Resident Card

(Form I-551) or an Employment Authorization Document (Form I-766) you must obtain a copy of it and retain it with Form I-9

2.3 CREATE A CASE

The next step is to create a case in E-Verify. An E-Verify case must be created no

later than the third business day after the employee starts work for pay. If the

employer learns that he or she has inadvertently failed to create a case by the third

business day after the employee starts work for pay, the employer should bring itself

into compliance immediately by creating a case for the employee. Do not create a

case for an employee hired before the effective date of your memorandum of

understanding (MOU). In some cases E-Verify prompts you to check the information provided or recreate

the case before it can provide a case result. This section reviews each of these

scenarios in detail.

HIRE DATE

The hire date is the date the employee began (or will begin) work for pay. Enter the

Section 2 ‘Certification’ date from the employee’s Form I-9, circled below, as the hire

date in E-Verify.

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If you rehired an employee and completed Section 3 of Form I-9, enter the ‘Date of

Rehire’ from Section 3 of the employee’s Form I-9 as the hire date in E-Verify.

If the employee’s hire date changes after you have created the case in E-Verify, no

additional action is required in E-Verify as you cannot change the hire date once

you’ve created the case. You must, however, make a correction to the Section 2

‘Certification’ date on the employee’s Form I-9 if the employee’s hire date changes.

Consult the ‘Handbook for Employers: Instructions for Completing Form I-9 (M-274)’

for more information.

Employees hired on or before November 6, 1986, are not subject to Form I-9 or

verification through E-Verify. Individuals hired for employment in the

Commonwealth of the Northern Mariana Islands (CNMI) on or before November 27,

2009 are also not subject to Form I-9 or verification through E-Verify.

To create a case in E-Verify, take the information that the employee completed on

his or her Form I-9 and enter it into E-Verify. To enter this information into E-Verify,

you must first log in with your assigned user ID and password and then follow the

steps outlined in ‘How to Create a Case – Process Overview.’

HOW TO CREATE A CASE – PROCESS OVERVIEW

1

From the E-Verify Welcome page, find ‘My Cases’ and select:

► New Case

2

From Section 1 of the employee’s Form I-9, choose the correct option.

A citizen of the United States A noncitizen national of the United

States A lawful permanent resident An alien authorized to work

Click ‘Continue.’

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You are then prompted to indicate the documents provided to you for Section 2 of the employee’s Form I-9. Make the appropriate selection and click ‘Continue.’

3

If you select ‘List B and C documents,’ E-Verify prompts you to select the documents presented by the employee from Section 2 of Form I-9 for both List B and List C.

Click ‘Continue’

IMPORTANT: If you select driver’s license or ID card, E-Verify will prompt you to select the document name and state. Make the appropriate selection and click ‘Continue.’

4

A red asterisk (*) indicates a required field. Using information from Section 1 and 2 of Form I-9, enter all required information into each field.

IMPORTANT: If you select ‘An alien authorized to work’ you may also be required to indicate that you are entering either the Alien number or I-94 number from the employee’s Form I-9.


Employer Case ID is an optional field for users who wish to assign an internal tracking code to a case.

5

If an E-Verify case is not created by the third business day after the employee begins work for pay, the user must indicate the reason for the delay. Select from one of the following reasons:

Awaiting Social Security number Technical Problems Audit Revealed that New Hire Was

Not Run Federal contractor with FAR

E-Verify Clause verifying an existing employee

Other

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The user may also enter a specific reason in the field provided.


Each screen provides additional information simply by clicking any help text symbol.

REMINDER

Complete Form I-9 before creating a case in E-Verify. Create cases for all newly hired employees no later than the third business day after the

employee starts work for pay.

CHECK INFORMATION

If the information entered does not immediately match SSA, DHS, or DOS records,

the ‘Check Information’ screen appears to confirm that the information was entered

correctly. The user may either confirm that the information matches Form I-9 or

change the information in certain fields if the information was entered incorrectly.

Follow the steps in the ‘Check Information – Process Overview.’

CHECK INFORMATION – PROCESS OVERVIEW

►E-Verify prompts you to review and confirm that the information entered into E-Verify is correct.

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►Confirm that the information matches Form I-9 or make changes, if needed, and click ‘Continue.’

►Some fields cannot be updated. If the information entered is not correct and the information cannot be updated, you must close the case by clicking ‘Close Case.’ Select the case closure statement: ‘The case is invalid because data entered is incorrect.’

NOTE: If you do not click ‘Continue’ or ‘Close Case,’ the case will receive a status of ‘Case Incomplete.’ To search for a case, see Section 4.3 ‘Case Alerts.’

ERROR: UNEXPIRED DOCUMENT REQUIRED

If an expired U.S. Passport, Passport Card or driver’s license was entered, E-Verify

will display ‘Error: Unexpired Document Required.’ This means that E-Verify has NOT

created a case for this employee; you must obtain an unexpired document for Form

I-9 and re-enter the case.

As of April 3, 2009, all documents presented by an employee for Form I-9 must be

unexpired (see exception below). If the document entered for an employee was

expired when the employee was hired, you will need to obtain an unexpired

document for Form I-9 and re-enter this employee’s case in E-Verify when you have

the new document.

Just because the employee presented an expired document does not mean that the

employee is not authorized to work. E-Verify will verify the employment eligibility of

this employee once you obtain an unexpired document and re-enter the case.

Exception: In very limited situations, you may accept an expired document with

Form I-9 only if the U.S. Department of Homeland Security (DHS) has automatically

extended the expiration date of the document via publication in the Federal Register.

When such a document is presented for Form I-9, the expiration date is the

extended date that appears in the DHS guidance or Federal Register Notice. In all

other instances, the document presented with Form I-9 must be unexpired at the

time the employee is hired. For information on this exception, visit

www.uscis.gov/tps.

http://www.uscis.gov/tps

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ERROR: UNEXPIRED DOCUMENT REQUIRED - PROCESS OVERVIEW

►E-Verify prompts an ‘Error: Unexpired Document Required’ case result.

►Obtain an unexpired document from the employee for Form I-9.

►Click ‘New Case’ and enter the employee’s unexpired Form I-9 document information.

IMPORTANT: An expired document presented for Form I-9 does NOT mean that the employee is not authorized to work in the United States. Obtain an unexpired document and then re-enter the case in E-Verify. E-Verify will then return a case result for this employee.

E-VERIFY PHOTO MATCHING

Photo matching is an automatic part of creating a case in E-Verify that prompts you

to compare an employee’s photo ID with a photo displayed in E-Verify. This helps

ensure that the documents provided are valid.

The photo matching step happens automatically. This may occur when you create a

case for an employee who has presented a U.S. Passport, Passport Card, Permanent

Resident Card (Form I-551) or an Employment Authorization Document (Form I-766)

for his or her Form I-9 documentation. When the employee presents one of these

documents and the Form I-9 information entered by the employer matches DHS

records or DOS, the employee’s photo automatically displays in E-Verify. You must

make a copy of the employee’s Form I-9 photo document and retain it with Form I-9

in order to match the photos.

Matching photos is easy—simply compare the photo displayed by E-Verify to the

photo on the employee’s actual document or a copy of the employee’s document and

determine if the photos are reasonably identical. This means that the photos should

be identical, but you should take into account minor variations in shading and detail

***** *****

***** *****

*****

*****

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between the two photos based upon the age and wear of the employee’s document

and the quality of your computer monitor.

A watermark has been added to the photo displayed in E-Verify to prevent

unauthorized use. The photo on the document presented by the employee will not

have a watermark. Absence of a watermark on the document photo does not mean

that it is not authentic.

Do not compare the photo displayed by E-Verify to the actual employee. The direct

comparison between the document and the individual happens during Form I-9

completion, prior to using E-Verify. The ‘Photo Matching Process Overview’ provides

a summary.

PHOTO MATCHING - PROCESS OVERVIEW

►E-Verify prompts you to compare a photo displayed in E-Verify with the employee’s Form I-9 photo document. You must obtain a copy of the employee’s document and retain it with Form I-9.

►Account for minor variations in shading and detail between the two photos and select Yes or No.

►Yes – the photo on the employee’s actual document or a copy matches the photo displayed by E-Verify. Clothing, hair style, facing direction and appearance on the card should be identical to the photo displayed by E-Verify.

►No – the photo on the employee’s actual document or a copy does not match the photo displayed in E-Verify.

NOTE: If ‘No Photo on this Document’ appears, select Yes.

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►Click ‘Continue.

NOTE: If you do not make a selection and click ‘Continue,’ the case will receive a status of ‘Photo Matching Required.’ To search for a case, see Section 4.3 ‘Case Alerts.’

IMPORTANT: Compare the photo displayed in E-Verify with the employee’s Form I-9 photo document, not to the actual employee.

After a selection is made, one of the following case results will appear:

EMPLOYMENT AUTHORIZED, Section 2.5

DHS TENTATIVE NONCONFIRMATION (TNC), Section 3.3

Each case result requires different actions or steps to continue or close the case.

These actions are outlined in each case result section throughout this manual.

REMINDER

Employees always have a choice of which acceptable documents to present

for Form I-9; you may NOT require workers to present documents that

activate photo matching

Copies must be made of all U.S. Passports, Passport Cards, Permanent

Resident Cards (Form I-551) and Employment Authorization Documents

(I-766) presented by employees and be must retained with Form I-9

The photo will display automatically in E-Verify during the verification

process

Only compare the employee’s Form I-9 photo document to the photo

displayed in E-Verify

2.4 INITIAL CASE RESULTS

The information entered into E-Verify is checked against SSA, DHS, and DOS

records. Once a case is created, a result is displayed. Initial case results are

displayed in the ‘Initial Case Results – Overview.’ If you make a mistake after

creating a case, you must close the case. For more information, see section 4.2.

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INITIAL CASE RESULTS - OVERVIEW

Employment Authorized The employee’s information matched SSA and/or DHS records. It’s that easy!

SSA or DHS Tentative Nonconfirmation (TNC)

Information does not initially match SSA or DHS records. Additional action required. For more information, see Section 3.0 ‘Interim Case Results.’

DHS Verification In Process This case is referred to DHS for further verification.

2.5 EMPLOYMENT AUTHORIZED

An initial case result of ‘Employment Authorized’ is the most common and simple

case result in E-Verify. ‘Employment Authorized’ means that the information entered

into E-Verify matched SSA, DHS, and/or DOS records and that E-Verify verified the

employment eligibility for the employee entered. It’s that easy! However, a case that

is ‘Employment Authorized’ is incomplete until it is closed. To close a case, see

Section 4.2 ‘Close Case.’

‘Employment Authorized’ is considered both an initial case result and a final case

result. This means that the only additional step required is to close the case in

E-Verify.

Follow the steps outlined in the ‘Employment Authorized - Process Overview.’

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EMPLOYMENT AUTHORIZED – PROCESS OVERVIEW

►Receive case result ‘Employment Authorized.’

►Check the information in E-Verify against the employee’s Form I-9.

►Close Case.

A case result of ‘Employment Authorized’ requires the important step of closing the

case. You must close each case; this does not happen automatically. Closing the

case removes it from the active cases or the ‘Open Cases to be Closed’ list. To close

each case, follow the steps outlined in Section 4.2 ‘Close Case.’

EMPLOYMENT AUTHORIZED SUMMARY

EMPLOYER ACTION Enter Form I-9 information into E-Verify Receive ‘Employment Authorized’ case result Ensure that the information displayed in E-Verify matches the employee’s Form I-9 Close case

EMPLOYEE ACTION NONE

## ## ####

******

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REQUEST NAME REVIEW

In some cases E-Verify generates a case result of ‘Employment Authorized,’ but the

name returned in E-Verify does not match exactly the name on Form I-9. This

happens when the information matches but there are name variations in the DHS

records. You must review the employee’s name before a final case result can be

determined. This will ensure that the case result belongs to the intended employee.

E-Verify allows for a name review by following the steps outlined in the ‘Request

Name Review - Process Overview.’ For information and processes specific to E-Verify



IMPORTANT: You may not use this functionality in a discriminatory manner (e.g.,

based on an individual’s race, national origin or ethnicity).

REQUEST NAME REVIEW – PROCESS OVERVIEW

►Compare the name displayed in the yellow box with the name you entered which is shown in the white box.

►If the names match, click ‘Close Case.’

►If the names do not match, you must request DHS review of the case by clicking ‘Request Name Review.’

►Enter the specific reason for the name review request into the ‘Comments’ field.

## ## ####

## ## ####

## ## ####

******

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►Click ‘Continue.’

A case sent to DHS for name review will be updated with one of the

following results:



Each case result requires different actions or steps to continue or close the

case. These actions are outlined in each case result section throughout this

manual.

REQUEST NAME REVIEW SUMMARY

EMPLOYER ACTION Determine if a name review is required (if not, close case) Click ‘Continue’ Input reason for name review request in ‘Comments’ field Click ‘Continue’ Follow steps outlined in ‘DHS Verification in Process’


TENTATIVE NONCONFIRMATION (TNC)

A tentative nonconfirmation (TNC) case result means that the information entered

into E-Verify from Form I-9 differs from SSA, DHS, or DOS records. E-Verify

identifies the agency associated with the mismatch when the TNC result is provided.

An SSA TNC means that the information entered into E-Verify does not match SSA

records. The section below outlines the specific steps required when this case result

occurs. Included are descriptions of additional interim case results from SSA and

actions the employee will need to take.

A DHS TNC means that the information entered into E-Verify does not match DHS

records. The section below outlines the specific steps required when this case result

occurs. Included are descriptions of additional interim case results from DHS and

actions the employee will need to take.

Section 3.0 ‘Interim Case Results’ provides details and actions required of the

employer when you receive a TNC.

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2.6 DHS VERIFICATION IN PROCESS

A case result of ‘DHS Verification in Process’ means that the information did not

match U.S.DHS records. The case is automatically referred to DHS for further

verification. No action is required by you at this time. DHS will respond to most of

these cases within 24 hours, although some responses may take up to three federal

government workdays. Check E-Verify daily for a response. Follow the steps outlined

in the ‘DHS Verification in Process - Process Overview.’ For information and

processes specific to E-Verify employer agents, review the ‘User Manual for E-Verify

Employer Agents’ in ‘View Essential Resources.’

IMPORTANT: You may not take any adverse action against an employee who

receives a ‘DHS Verification in Process’ case result.

DHS VERIFICATION IN PROCESS – PROCESS OVERVIEW

►E-Verify displays ‘DHS Verification in Process’ case result.

►Check E-Verify for changes to case results.

►DHS has three federal government workdays to respond.

►Follow the next step based on the case result provided.

After the three federal government workdays a ‘DHS Verification in Process’ case

result will provide one the following case results:



DHS CASE IN CONTINUANCE, Section 3.4



DHS VERIFICATION IN PROCESS SUMMARY

EMPLOYER ACTION Check E-Verify for case result updates Follow next steps based on case result provided


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3.0 INTERIM CASE RESULTS

An interim case result requires additional action before E-Verify can provide a final

case result and you can complete the verification process. Interim case results are

displayed in the ‘Interim Case Results – Overview.’

INTERIM CASE RESULTS-OVERVIEW

SSA or DHS Tentative Nonconfirmation (TNC) Information did not match SSA, DHS, or DOS records. Additional action is required.

Review and Update Employee Data A prompt to review, update and resubmit the employee’s Form I-9 information.

DHS Verification In Process This case is referred to DHS for further verification. See Section 2.6 for more information.

SSA or DHS Case in Continuance The employee has visited an SSA field office, or contacted DHS, but more time is needed to determine a final case result.

IMPORTANT: You may not take any adverse action against an employee for any

interim case result.

3.1 SSA TENTATIVE NONCONFIRMATION (TNC)

An SSA Tentative Nonconfirmation (TNC) results when the information submitted in

E-Verify does not initially match SSA records. An SSA TNC does not mean that the

employee is not authorized to work in the United States.

An SSA TNC case result may occur because the employee’s:

Citizenship or immigration status was not updated with SSA

Name change was not reported to SSA

Name, Social Security number or date of birth is incorrect in SSA records

SSA record contains another type of mismatch

Information was not entered correctly by the employer

The employee must be notified of this result as soon as possible by following the

steps in ‘Notify Employee of SSA TNC – Process Overview.’ For information and

processes specific to E-Verify employer agents, review the ‘User Manual for E-Verify

Employer Agents’ in ‘View Essential Resources.’

NOTIFY EMPLOYEE OF SSA TNC

You must promptly notify the employee of the SSA Tentative Nonconfirmation (TNC)

case result.

When notified of the SSA TNC, the employee chooses to either contest or not contest

the case result. In either case, the employee acknowledges his or her decision on the

‘Notice to Employee of Tentative Nonconfirmation,’ also called a TNC notice. When an

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employee chooses to contest an SSA TNC, it means that the employee will visit a

SSA field office within eight federal government workdays.

If the employee chooses not to contest the SSA TNC, he or she acknowledges that

you may terminate employment with no civil or criminal liability as noted in Article

II, Section C – Responsibilities of the Employer (#6) in the memorandum of

understanding (MOU).

If the employee chooses not to contest the SSA TNC, the case automatically

becomes a final nonconfirmation (FNC). You may close the case in E-Verify and

terminate his or her employment. For more information, see Section 4.2 ‘Close

Case.’

Your employee has ten business days after you have notified them of an SSA TNC to

decide whether they wish to contest or not. If, after you have followed the steps

below to notify your employee, he or she does not notify you of his or her decision,

in ten business days, you may consider this case a FNC. You may close the case in E-

Verify, and you may terminate employment based on this result.

To notify an employee of the SSA TNC case result, follow the steps outlined in the

‘Notify Employee of SSA TNC - Process Overview.’

NOTIFY EMPLOYEE OF SSA TNC – PROCESS OVERVIEW

►Receive SSA TNC case result.


►Complete the steps listed below:

1. Select the TNC notice in either English or Spanish. Confirm that the name and Social Security number listed on the top of the notice are correct. Print the TNC notice. If you or the employee notices that the information is incorrect, you must close the case and create a new case for the employee. When you close the original case, select the case closure statement, ‘The case is invalid because the data entered is incorrect.’

If the employee cannot read, you must read the TNC notice to the employee. If the employee does not fully understand English, you must provide the employee with a translated version of the TNC notice, if it is available. Translated versions of the TNC notice are available in several foreign languages in the ‘View Essential Resources’ section of E-Verify.

IMPORTANT: You may provide the TNC notice to the employee in person, by fax,

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e-mail, or overnight or next day delivery service, as long as you take the proper precautions to ensure the employee’s information is protected. The TNC notice is time sensitive; therefore, if you use a mail delivery service, it must be one that can provide a confirmed delivery date.

2. Review the TNC notice privately with the employee; instructions are found on Page 1 of the TNC notice.

3. Instruct the employee to indicate on the TNC notice whether he or she will contest the SSA TNC.

4. Ensure that you and the employee sign and date the TNC notice after the employee has indicated his or her choice. Indicate that the employee has been notified by selecting the check box ‘Confirm Employee Notification.’

►Keep original signed TNC notice on file with Form I-9.

►Provide a copy of the signed TNC notice in English to the employee.

►Once complete, click ‘Continue.’

►Next, confirm the employee’s decision to contest or not contest the case result.

NOTE: If your employee does not notify you of their decision within ten business days, you may consider this case a final nonconfirmation (FNC) and close the case. To close the case, click Close Case, and follow the steps in Section 4.2 ‘Close Case.’ Consider the following to

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select the most appropriate closure code statement:

If you decide not to terminate employment, you should not complete a new case for your employee. You should close the case as ‘The employee continues to work for the employer after choosing not to contest a Tentative Nonconfirmation.’

If you decide to terminate employment you should close the case as ‘The employee was terminated by the employer for choosing not to contest a Tentative Nonconfirmation.’

►If the employee chooses to contest the SSA TNC, click ‘Continue.’

►If the employee chooses not to contest, click ‘Close Case’ and follow steps in Section 4.2 ‘Close Case.’

NOTIFY EMPLOYEE OF SSA TNC SUMMARY

EMPLOYER ACTION Privately notify employee of the SSA TNC Print, review, sign and date TNC notice Instruct employee to sign and date TNC notice Keep original signed TNC notice on file with Form I-9 Provide copy of signed TNC notice in English to the employee Take next action based on employee decision to contest or not contest SSA TNC

EMPLOYEE ACTION Confirm that the information on the TNC is correct Decide to contest or not contest and indicate choice on signed TNC notice Acknowledge SSA TNC case result by signing and dating TNC notice Take next action based on decision to contest or not to contest

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REFER EMPLOYEE TO SSA

After being notified of the ‘SSA Tentative Nonconfirmation (TNC),’ the employee

chooses to contest or not contest the case result and acknowledges his or her

decision on the TNC notice. An employee who chooses to contest an SSA TNC is

referred to the Social Security Administration.

E-Verify generates a ‘Referral to the Social Security Administration’ also called an

SSA referral letter that you must provide to the employee. The employee must

provide this letter to SSA if he or she chooses to contest. You must verify the

information on the letter, then print, sign, and provide the letter to the employee.

The SSA referral letter provides instructions to you and the employee regarding the

next steps. These steps are outlined in the ‘Refer Employee to SSA – Process

Overview.’

An employee who chooses to contest the SSA TNC has eight federal government

workdays to visit an SSA field office to begin resolving the TNC. The employee must

provide this letter to SSA when he or she visits an SSA field office. Federal

government workdays are Monday through Friday except for federal holidays. The

eight federal government workdays begin when the case is referred to SSA in

E-Verify. The date by which the employee must visit SSA is printed in the SSA

referral letter. Because the eight federal government workdays begin on the date the

case is referred, it is important to provide the SSA referral letter to the worker

promptly.

You may not terminate, suspend, delay training, withhold pay, lower pay or take any

other adverse action against an employee based on the employee’s decision to

contest an SSA TNC or while the case is still pending with SSA.

To refer an employee to visit an SSA field office, follow the steps outlined in the

‘Refer Employee to SSA - Process Overview.’ For information and processes specific

to E-Verify employer agents, review the ‘User Manual for E-Verify Employer Agents’

in ‘View Essential Resources.’

REFER EMPLOYEE TO SSA – PROCESS OVERVIEW

►Click ‘Refer Case.’

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1. Select the SSA referral letter in either English or Spanish and confirm that the name and Social Security number listed on the top of the letter are correct. Print the SSA referral letter.

If the employee cannot read, you must read the SSA referral letter to the employee. If the employee does not fully understand English, you must provide the employee with a translated version of the SSA referral letter, if it is available. Translated versions of the SSA referral letter are available in several foreign languages in the ‘View Essential Resources’ section of E-Verify.

IMPORTANT: Once the SSA referral letter is signed, you may provide it to the employee in person, by fax, e-mail, or overnight or next-day delivery service, as long as you take proper precautions to ensure the employee’s information is protected. The SSA referral letter is time sensitive; therefore, if you use a mail delivery service, it must be one that can provide a confirmed delivery date.

2. Review and explain the next steps to the employee – instructions to the employer are on Page 1of the SSA referral letter and the employee instructions are on Page 2.

3. Ensure that you and the employee sign and date the SSA referral letter.

4. Provide a copy of the signed SSA referral letter in English to the employee; the employee is required to provide the letter to an SSA field office if he or she chooses to contest. File the original SSA referral letter with Form I-9.

5. After these steps are complete, click ‘Continue.’

►The employee has been referred to SSA, and the case status is ‘Employee Referred to

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SSA.’ The employee has eight federal government workdays to visit an SSA field office to begin resolving the TNC. The employee must provide the SSA referral letter to SSA when he or she visits an SSA field office.

►Check E-Verify for case updates and follow steps based on next case result.

IMPORTANT: You should ONLY close the case when E-Verify provides a final case result or if you no longer need to continue to verify the employment eligibility of the employee.

SSA has 10 federal government workdays to update the case result in E-Verify. You

should check E-Verify periodically for an update in case result. A case referred to

SSA is updated with one the following results:


SSA FINAL NONCONFIRMATION, Section 4.1

SSA CASE IN CONTINUANCE, Section 3.4

DHS VERIFICATION IN PROCESS, Section 2.6

REVIEW AND UPDATE EMPLOYEE DATA, Section 3.2



REFER EMPLOYEE TO SSA SUMMARY

EMPLOYER ACTION If employee chooses to contest the SSA TNC, refer case Ensure that the information on the SSA referral letter is correct Print, review, sign and date SSA referral letter Have employee sign and date SSA referral letter Keep original signed SSA referral letter on file with Form I-9

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Provide copy of signed SSA referral letter in English to the employee Check E-Verify for case result updates Close case

EMPLOYEE ACTION Sign and date SSA referral letter Visit an SSA field office within eight federal government workdays and present the

SSA referral letter

3.2 REVIEW AND UPDATE EMPLOYEE DATA

In some instances, a case result of ‘Review and Update Employee Data’ occurs, and

you will receive a prompt to review and update the employee’s information. This

means that the SSA found a discrepancy in the information it received in the E-Verify

referral.

A ‘Review and Update Employee Data’ case result occurs for reasons including

typographical errors and/or incorrect information provided on Form I-9. This case

result does not mean that the employee is not authorized to work.

This requires you to review Form I-9 with the employee, correct the information and

update the case by following the steps provided in the ‘Review and Update Employee

Data - Process Overview.’ For information and processes specific to E-Verify



REVIEW AND UPDATE EMPLOYEE DATA – PROCESS OVERVIEW

►Review the accuracy of the information provided on Form I-9 with the employee. If the employee made a mistake on Form I-9, correct and update.

►If necessary, modify the employee’s information in the fields provided.

IMPORTANT: You may update a case one time. Ensure that the changes are correct before updating the case.

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►Follow next steps based on the case result provided.

A case that is resubmitted to SSA is updated with one of the following case results:





Each case result requires different actions or steps to continue the case. These

actions are outlined in each case result section throughout this manual.

REVIEW AND UPDATE EMPLOYEE DATA SUMMARY

EMPLOYER ACTION Review the information on Form I-9 and E-Verify with the employee for accuracy Access the employee’s case details page If necessary, modify employee’s information in the fields provided Click ‘Continue’ Follow steps based on case result provided

EMPLOYEE ACTION Ensure that the information found on Form I-9 is accurate

3.3 DHS TENTATIVE NONCONFIRMATION (TNC)

A ‘DHS Tentative Nonconfirmation (TNC)’ results when the information submitted to

E-Verify does not initially match DHS or DOS records. A DHS TNC does not mean

that the employee is not authorized to work in the United States.

A DHS TNC case result occurs because the employee’s:

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Name, Alien number and/or I-94 number are incorrect in DHS records U.S. Passport, Passport Card, driver’s license or state ID card information could

not be verified

Information was not updated in the employee’s DHS records Citizenship or immigration status changed Record contains another type of error

Information was not entered correctly by the employer

The employee is notified of this result by following the steps in ‘Notify Employee of

DHS TNC – Process Overview.’ For information and processes specific to E-Verify



NOTIFY EMPLOYEE OF DHS TNC

You must promptly notify the employee of the ‘DHS Tentative Nonconfirmation

(TNC)’ case result.

When notified of the DHS TNC, the employee chooses to contest or not contest the

DHS TNC case result and indicates his or her decision on the ‘Notice to Employee of

Tentative Nonconfirmation,’ also called a TNC notice. When an employee chooses to

contest a DHS TNC, the employee is responsible for contacting the DHS within eight

federal government workdays.

If the employee chooses not to contest the DHS TNC, he or she acknowledges that

you may terminate employment with no civil or criminal liability as noted in Article

II, Section C – Responsibilities of the Employer (#6) in the memorandum of


If the employee chooses not to contest the DHS TNC, the case automatically

becomes a final nonconfirmation (FNC). You may close the case in E-Verify and

terminate employment without penalty. For more information, see Section 4.2 ‘Close

Case.’

Your employee has ten business days after you have notified them of a DHS TNC to

decide whether they wish to contest or not. If, after you have followed the steps

below to notify your employee, he or she does not notify you of his or her decision,

in ten business days, you may consider this case a final nonconfirmation (FNC). You

may close the case in E-Verify, and you may terminate employment based on this

result.

To notify an employee of the DHS TNC case result, follow the steps outlined in the

‘Notify Employee of DHS TNC - Process Overview.’

NOTIFY EMPLOYEE OF DHS TNC – PROCESS OVERVIEW

►Receive DHS TNC case result

► Click ‘Continue’

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1. Select the TNC notice in either English or Spanish. Confirm that the name and Social Security number listed on the top of the notice are correct. Print the TNC notice. If you or the employee notices that the information is incorrect, you must close the case and create a new case for the employee. When you close the original case, select the case closure statement, ‘The case is invalid because the data entered is incorrect.’

If the employee cannot read, you must read the TNC notice to the employee. If the employee does not fully understand English, you must provide the employee with a translated version of the TNC notice, if it is available. Translated versions of the TNC notice are available in several foreign languages in the ‘View Essential Resources’ section of E-Verify.

IMPORTANT: You may provide the TNC notice to the employee in person, by fax, e-mail, overnight or next-day delivery service, as long as you take the proper precautions to ensure the employee’s information is protected. The TNC notice is time sensitive; therefore, if you use a mail delivery service they must be one that can provide a confirmed delivery date.

2. Review the TNC notice privately with the employee; instructions are found on Page 1 of the TNC notice.

3. Instruct the employee to indicate on the TNC notice whether he or she will contest the DHS TNC.

4. Ensure that you and the employee sign and date the TNC notice after the employee has indicated his or her choice. Indicate that the employee has been notified by selecting the check box ‘Confirm Employee Notification.’

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►Keep the original, signed TNC notice on file with Form I-9.

►Provide a copy of the signed TNC notice in English to employee.

►Once you complete the steps above, click ‘Continue.’

►Next, confirm employee’s decision to contest or not contest the case result.

NOTE: If your employee does not notify you of their decision within ten business days, you may consider this case a final nonconfirmation (FNC) and close the case. To close the case, click Close Case and follow the steps in Section 4.2 ‘Close Case.’ Consider the following to select the most appropriate closure code statement:

If you decide not to terminate employment, you should not complete a new case for your employee. You should close the case as ‘The employee continues to work for the employer after choosing not to contest a Tentative Nonconfirmation.’

If you decide to terminate employment you should close the case as ‘The employee was terminated by the employer for choosing not to contest a Tentative Nonconfirmation.’

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►If the employee chooses to contest the DHS TNC, click ‘Continue.’

► If the employee chooses to not contest, click ‘Close Case’ and follow steps in Section 4.2 ‘Close Case.’

NOTIFY EMPLOYEE OF DHS TNC SUMMARY

EMPLOYER ACTION Privately notify employee of the DHS TNC Print, review, sign and date TNC notice Instruct employee to sign and date TNC notice Keep original signed TNC notice on file with Form I-9 Provide copy of signed TNC notice in English to employee Take next action based on employee decision to contest or not contest DHS TNC

EMPLOYEE ACTION Confirm that the information on the TNC notice is correct Decide to contest or not contest and indicate choice on signed TNC notice Acknowledge DHS TNC case result by signing and dating TNC notice Take next action based on decision to contest or not to contest

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REFER EMPLOYEE TO DHS

After being notified of the ‘DHS Tentative Nonconfirmation (TNC),’ the employee

chooses to contest or not contest the case result and acknowledges his or her

decision on the ‘Notice to Employee of Tentative Nonconfirmation,’ also called a TNC

notice. An employee who chooses to contest a DHS TNC must be referred to the U.S.

Department of Homeland Security (DHS).

E-Verify generates a ‘Referral to the U.S. Department of Homeland Security,’ also

called a DHS referral letter that you must provide to the employee. First confirm the

information on the letter is correct then print, sign and date the letter and provide it

to the employee. The DHS referral letter provides instructions to you and the

employee regarding the next steps. These steps are outlined in the ‘Refer Employee

to DHS - Process Overview.’

An Employee who chooses to contest a DHS TNC has eight federal government

workdays to contact DHS to begin resolving the TNC. Federal government workdays

are Monday through Friday except for federal holidays. The eight federal government

workdays begin when the case is referred to DHS in E-Verify. The date by which the

employee must contact DHS is printed on the DHS referral letter. Because the eight

federal government workdays begin on the date the case is referred, it is important

to provide the DHS referral letter to the worker promptly.

If the employer fails to match photos during E-Verify photo matching, a photo

mismatch TNC may occur. A photo mismatch TNC requires an additional step but

follows the same guidelines of any TNC. If the employee chooses to contest the

photo mismatch TNC, the employee must be referred to DHS, and you must send a

copy of the photo ID document to E-Verify.

You may not terminate, suspend, delay training, withhold pay, lower pay or take any

other adverse action against an employee based on the employee’s decision to

contest a TNC or while your case is still pending with DHS.

To refer an employee to DHS, follow the steps outlined in the ‘Refer Employee to

DHS - Process Overview.’

REFER EMPLOYEE TO DHS – PROCESS OVERVIEW

►Click ‘Refer Case.’

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In some cases, E-Verify prompts you to submit a copy of the employee’s photo document to DHS. Follow the steps below to complete this step when prompted.

►First, obtain a copy of the employee’s Form I-9 photo document.

►Then determine how you will submit a copy of this document to DHS. You may submit an electronic copy or send a paper copy by selecting one of the following:

Attach and Submit Copy of Employee’s Photo Document

OR

Mail Copy of Employee’s Photo Document

If you chose to mail a paper copy, send it through express mail to the address below:

U.S. Department of Homeland Security (USCIS) 10 Fountain Plaza, 3rd Floor Buffalo, NY 14202 Attn: Status Verification Unit – Photo Matching

DHS will not pay for any shipping costs. Participants are free to choose an express shipping carrier at their own expense. Inform all hiring sites of the DHS shipping information.

►After you complete the above, click ‘Refer Case.’

►After you have referred the case, complete the following steps:

1. Select the DHS referral letter in either English or Spanish and confirm that the name and Social Security number listed on the top of the letter are correct. Print the DHS

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referral letter.

If the employee cannot read, you must read the DHS referral letter to the employee. If the employee does not fully understand English, you must provide the employee with a translated version of the referral letter, if it is available. Translated versions of the referral letter are available in several foreign languages in the ‘View Essential Resources’ section of E-Verify.

IMPORTANT: Once the DHS referral letter is signed, you may provide it to the employee in person, by fax, e-mail, or overnight or next day delivery service, as long as you take proper precautions to ensure the employee’s information is protected. The DHS referral letter is time sensitive; therefore, if you use a mail delivery service it must be one that can provide a confirmed delivery date.

2. Review the DHS referral letter and explain the next steps to the employee. Instructions to the employer are on Page 1 of the DHS referral letter and the employee instructions are on Page 2.

3. Ensure you and the employee sign and date the DHS referral letter.

4. Provide a copy of the signed DHS referral letter in English to the employee and file the original letter with Form I-9.

5. After these steps are complete, click ‘Continue.’

►The employee has been referred to DHS, and the case status is ‘Employee Referred to

DHS.’ The employee has eight federal government workdays to contact DHS to begin resolving the TNC.

►Check E-Verify for case updates.

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IMPORTANT: You should ONLY close the case when E-Verify provides a final case result or if you no longer need to continue to verify the employment eligibility of this employee.

After 10 federal government workdays E-Verify will provide one of the following case

results:


DHS FINAL NONCONFIRMATION, Section 4.1

DHS CASE IN CONTINUANCE, Section 3.4

DHS NO SHOW, Section 4.1



REFER EMPLOYEE TO DHS SUMMARY

EMPLOYER ACTION If employee chooses to contest the DHS TNC, refer case Ensure that the information on the DHS referral letter is correct Print, review, sign and date DHS referral letter Have employee sign and date DHS referral letter Keep original signed DHS referral letter on file with Form I-9 Provide copy of signed DHS referral letter in English to employee Attach and submit or express mail a copy of employee’s photo document to DHS if

the TNC is due to photo mismatch Check E-Verify for case result updates and follow steps based on case result

provided

EMPLOYEE ACTION

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Sign and date DHS referral letter Contact DHS within eight federal government workdays DHS instructs employee on the next steps

3.4 SSA CASE IN CONTINUANCE AND DHS CASE IN CONTINUANCE

An ‘SSA or DHS Case in Continuance’ indicates that the employee has visited a SSA

field office and/or contacted the DHS, but more time is needed to determine a final

case result. The reason SSA or DHS needs more time varies with each situation. You

must check E-Verify periodically for an update in case result. You may not terminate

or take adverse action against an employee while SSA or DHS is reviewing the

employee’s case.

Once SSA or DHS has updated E-Verify, one of the following case results shows:

For DHS CASE IN CONTINUANCE:


DHS FINAL NONCONFIRMATION, Section 4.1

For SSA CASE IN CONTINUANCE:



REVIEW AND UPDATE EMPLOYEE DATA, Section 3.2




NOTE: If a case has a ‘SSA or DHS Case in Continuance’ result for more than 60

federal government workdays, contact E-Verify Customer Support at 888-464-4218

or [email protected].

SSA/DHS CASE IN CONTINUANCE SUMMARY

EMPLOYER ACTION Check E-Verify for case result updates and follow steps based on case result

provided



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4.0 FINAL CASE RESOLUTION

To complete the E-Verify process, every case must receive a final case result and

then be closed. Closing a case is easy; E-Verify guides you through the process after

you receive a final case result.

4.1 FINAL CASE RESULTS

Final Case Results are displayed in the ‘Final Case Results – Overview.’

FINAL CASE RESULTS - OVERVIEW

Employment Authorized The employee’s information matched SSA, DHS, and/or DOS records. It’s that easy! For more information, see Section 2.5.

SSA or DHS Final Nonconfirmation E-Verify cannot verify an employee’s employment eligibility after the employee has visited SSA or contacted DHS.

DHS No Show The employee did not contact DHS within the required eight federal government workdays.

Error: Close Case and Resubmit This case cannot continue because the expiration date entered for the employee’s U.S. Passport, Passport Card or driver’s license is incorrect. This case must be resubmitted in E-Verify.

SSA FINAL NONCONFIRMATION AND DHS FINAL

NONCONFIRMATION

An ‘SSA or DHS Final Nonconfirmation’ case result is received when E-Verify cannot

verify an employee’s employment eligibility after an employee has visited a SSA field

office or contacted the DHS during the tentative nonconfirmation (TNC) referral

process. Once an ‘SSA or DHS Final Nonconfirmation’ has been provided, you must

close the case.

You may terminate employment based on a case result of ‘SSA or DHS Final

Nonconfirmation’ with no civil or criminal liability as noted in Article II, Section C –

Responsibilities of the Employer (#6) in the ‘E-Verify Memorandum of Understanding

for Employers (MOU).’

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SSA/DHS FINAL NONCONFIRMATION SUMMARY

EMPLOYER ACTION Receive ‘SSA or DHS Final Nonconfirmation’ case result Close case


DHS NO SHOW

A ‘DHS No Show’ indicates that the employee did not contact the DHS within the

required eight federal government workdays. A ‘DHS No Show’ case result is

considered a final nonconfirmation. A final nonconfirmation means that the case

must be closed in E-Verify.

You may terminate employment based on a case result of ‘DHS No Show’ with no

civil or criminal liability as noted in Article II, Section C – Responsibilities of the

Employer (#6) in the ‘E-Verify Memorandum of Understanding (MOU).’

DHS NO SHOW SUMMARY

EMPLOYER ACTION Receive ‘DHS No Show’ case result Close case


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ERROR: CLOSE CASE AND RESUBMIT

If E-Verify prompts an ‘Error: Close Case and Resubmit’ case result you cannot

continue the case because the expiration date you entered for the employee’s U.S.

Passport, Passport Card or driver’s license is incorrect.

When you close the case in E-Verify select the closure statement option: ‘The case is

invalid because the data entered is incorrect.’

You must submit a new case for this employee because you cannot change

document information for a case that has already been submitted. Therefore, you

must close this case and create a new case for this employee using the correct

document expiration date.

IMPORTANT: This does not mean that the employee is not authorized to work.

E-Verify will verify the employment eligibility of this employee once you create a new

case and enter the correct document expiration date.

ERROR: CLOSE CASE AND RESUBMIT SUMMARY

E-VERIFY EMPLOYER AGENT ACTION Receive ‘Error: Close Case and Resubmit’ Inform the client of the result Close case using closure statement option: ‘The case is invalid because the data

entered is incorrect’ Resubmit case using the correct document expiration date for the U.S. Passport,

Passport Card or driver’s license

EMPLOYEE ACTION If necessary provide employer with unexpired U.S. Passport, Passport Card or driver’s

license

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4.2 CLOSE CASE

Employers must close EVERY case created in E-Verify. There are 11 possible case

closure statements. To assist you in making the correct choice and to reduce the

number of options, E-Verify requires you to state whether the employee is still

employed. To close a case, employers follow the steps outlined in the ‘Close Case -

Process Overview.’

CLOSE CASE – PROCESS OVERVIEW

►Click ‘Close Case.’

►Next, determine if the employee is still employed with the company, select yes or no and click ‘Continue.’ Your response to the question: “Is (employee’s name) currently employed with this company?” will determine which case closure statement options will appear on the next screen.

►Next, select the most appropriate statement and click ‘Continue.’

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►Record the case verification number on the employee’s Form I-9, or print the case details

and file it with the employee’s Form I-9.

►This completes the E-Verify verification process.

Every case created in E-Verify MUST be closed. To close a case, select one of the

case closure statements. E-Verify will present only those statements that are

relevant to each case. In some scenarios, not all of the case closure statements are

available.

NOTE – CLOSE CASE

When answering the question, “Is the employee currently employed with this company?” it is important to consider the following:

►If you have an employee who didn’t contest a tentative nonconfirmation (TNC), or who received a final nonconfirmation or ‘DHS No Show,’ decide whether you will allow the employee to continue working. If you decide to:

Continue the employee’s employment, then select ‘Yes.’

Terminate the employee’s employment, do so, then select ‘No.’

►If you have an employee who has accepted a job offer, but hasn’t yet started work, decide whether you will allow the employee to start working. If you decide to:

******

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Allow the employee to start work as planned, then select ‘Yes.’

Terminate the employee’s employment offer, do so, then select ‘No.’

CASE CLOSURE STATEMENTS

►The employee continues to work for the employer after receiving an

Employment Authorized result.

E-Verify has verified that the employee is eligible to work in the United States and

the employee continues to work for the employer.

►The employee continues to work for the employer after receiving a Final

Nonconfirmation result.

E-Verify cannot verify that this employee is authorized to work in the United

States. The employee had contested the tentative nonconfirmation, but was unable

to resolve it. The employer chooses to exercise its legal right to allow the employee

to continue to work.

►The employee continues to work for the employer after receiving a No

Show result.


States. The employee had contested the tentative nonconfirmation (TNC), but did

not take action to resolve it. The employer chooses to exercise its legal right to

allow the employee to continue to work.

►The employee continues to work for the employer after choosing not to

contest a Tentative Nonconfirmation.


States. The employee chose not to contest the tentative nonconfirmation (TNC).

The employer chooses to exercise its legal right to allow the employee to continue

to work.

►The employee was terminated by the employer for receiving a Final

Nonconfirmation result.


States. The employee had contested the tentative nonconfirmation, but was unable

to resolve it. The employer terminated the employee because of the final

nonconfirmation result.

►The employee was terminated by the employer for receiving a No Show

result.


States. The employee had contested the tentative nonconfirmation (TNC), but did

not take action to resolve it. The employer terminated the employee because of the

‘no show’ result.

►The employee was terminated by the employer for choosing not to contest

a Tentative Nonconfirmation.


States. The employee chose not to contest the tentative nonconfirmation (TNC).

The employer terminated the employee because the employee chose not to contest

the TNC.

►The employee voluntarily quit working for the employer.

The employee chose to stop working for the employer.

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►The employee was terminated by the employer for reasons other than

E-Verify.

The employer terminated the employee for reasons unrelated to E-Verify.

►The case is invalid because another case with the same data already

exists.

An E-Verify case with the same data was already created for this employee. This is

a duplicate case.

NOTE: If a case is closed as invalid, it does not void the case or change the case

result. A case closed as invalid will still display the last case result even though it

has been closed.

►The case is invalid because the data entered is incorrect.

The data entered for this employee was not correct.

NOTE: If a case is closed as invalid, it does not void the case or change the case

result. A case closed as invalid will still display the last case result even though it

has been closed.

CLOSE CASE SUMMARY

EMPLOYER ACTION Click ‘Close Case’ Indicate whether the employee is still employed Select the appropriate case closure statement Record case verification number on Form I-9 or print screen and file it with Form I-9 The E-Verify case process is now complete

EMPLOYEE ACTION

NONE

4.3 CASE ALERTS

E-Verify case alerts are found at the bottom of the user home page. The purpose of

this feature is to bring your attention to cases that need your action. When you log in

to E-Verify, case alerts inform you of one of the following:

Open Cases to be Closed

Cases with New Updates

Work Authorization Documents Expiring

The E-Verify home page indicates the number of cases that require your attention by

a number in a red circle on the alert. Each case alert can be accessed by clicking on

the alert. Cases can also be accessed through ‘View Cases’ and ‘Search Cases’ from

the left navigation menu. Review the ‘Case Alerts – Overview.’

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CASE ALERTS – PROCESS OVERVIEW

►E-Verify user home page display with no case alerts.

►E-Verify user home page display with case alerts.

►Click on the alert requiring your attention to access your case alert(s).

Case alerts can also be accessed:

►From ‘My Cases,’ select ‘Search Cases.’

►Determine your search criteria and click ‘Search.’

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OPEN CASES TO BE CLOSED

Any case created in E-Verify and assigned a case verification number must be closed.

The ‘Open Cases to be Closed’ case alert provides quick access to all cases that need

to be closed. Features of this tab include:

Sort cases by: status, last name, first name, case number or hire date

A quick link to each case by clicking on the case number

CASES WITH NEW UPDATES

The ‘Cases with New Updates’ case alert is a quick link to all cases that have had a

change in case result. All interim case results must receive a final case result and be

closed. This case alert is an easy way to manage these cases.

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WORK AUTHORIZATION DOCUMENTS EXPIRING

The 'Work Authorization Docs Expiring' case alert is just a notification that an

employee's Employment Authorization Document (Form I-766) or an Arrival-

Departure Record (Form I-94) document is expiring. This alert is intended to remind

you to reverify the employee by completing Section 3 of Form I-9. The employee

cannot be reverified in E-Verify.

This is simply a reminder; no action is required or permitted in E-Verify. You may

dismiss each alert by clicking ‘Dismiss Alert.’

This alert will only appear if the document the employee presented for the original

E-Verify case was either an Employment Authorization Document (Form I-766) or an

Arrival-Departure Record (Form I-94). Also, the alert only appears the first time the

document expires—subsequent expirations will not activate this case alert.

IMPORTANT: The employee may not be reverified in E-Verify.

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5.0 CASE REPORTS

There are three types of case reports available in E-Verify for companies enrolled as

federal contractors. These include: ‘Corporate Overview Pilot of Usage,’ ‘User Audit

Report’ and ‘User Report.’ This section provides direction on how to create each of

these reports in E-Verify.

All reports are accessed from ‘My Reports’ by selecting ‘View Reports.’

NOTE: All reports display only the last four digits of an employee’s Social Security

number for added security and to protect employees’ privacy.

5.1 CORPORATE OVERVIEW OF PILOT USAGE

This report displays the number of cases created by your company within a federal

government fiscal year, which begins October 1 and ends September 30 of the

following calendar year. If your company has not created any cases during the fiscal

year, a report will still appear with a total of zero. The report is available to corporate

administrators and program administrators, but not general users.

The ‘Corporate Overview of Pilot Usage’ report displays the number of cases created

by your company within a federal government fiscal year which is defined as October

1 – September 30. If your company has not created any cases during the fiscal year,

a report will still appear with a total of zero. This report is available to program

administrators.

To create a ‘Corporate Overview of Pilot Usage Report,’ see the ‘Corporate Overview

of Pilot Usage – Report Overview.’

CORPORATE OVERVIEW OF PILOT USAGE – REPORT OVERVIEW

►Select ‘Corporate Overview of Pilot Usage.’

►Click ‘Next.’

►Determine and select which report format Portable Document Format (PDF) or Microsoft Excel, you would like to view.

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►Use the drop-down box to select the fiscal year for which you want a report.

►Click ‘Run Report.’

►Use report as needed.

5.2 QUICK AUDIT REPORT

This report provides case data about each case that matches the user entered search

criteria in Excel format. The case data includes basic company and case identifiers

and case resolution information. The case data does not include sensitive employee

information such as Social Security numbers, or document numbers. This report has

been designed to satisfy the requirement of companies to report their E-Verify

activity to Federal, State, or local government entities.

To create a ‘Quick Audit Report,’ see the ‘Quick Audit Report – Report Overview.’

QUICK AUDIT REPORT – REPORT OVERVIEW

►Select ‘Quick Audit Report.’


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►Enter the date range for which you want the report.



NOTE: This report is available as a Microsoft Excel document only. It is not available as a Portable Document Format (PDF) file.

5.3 USER AUDIT REPORT

This report provides summary case information about each case that matches the user criteria entered. The case information includes the case verification number, the date the case was submitted, the last four digits of the employee’s Social Security number, alien number, I-94 number, last name, first name, case result, referral information and case closure statement. The report is available to program administrators and general users.

To create a ‘User Audit Report,’ follow the steps outlined in the ‘User Audit Report – Report Overview.’

USER AUDIT REPORT – REPORT OVERVIEW

►Select ‘User Audit Report.’

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►Use the drop down list to select the E-Verify user for whom you want a report.

►Enter the date range for which you want a report.



NOTE: This report is available as a Microsoft Excel document only. It is not

available as a Portable Document Format (PDF) file.

5.4 USER REPORT

This report displays a detailed list of your company's users. It includes each user’s

name, user role, contact telephone number and the last date he or she logged in to

E-Verify. The report is available to corporate administrators, program administrators

and general users, but a general user cannot view user information for other users.

To create a ‘User Report,’ see the ‘User Report – Report Overview.’

USER REPORT – REPORT OVERVIEW

►Click ‘User Report.’


►Determine and select which report format, Portable Document Format (PDF) or Microsoft Excel, you would like to view.

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►Use the drop-down box to select user role for which you want a report.



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6.0 ACCOUNT ADMINISTRATION

User account administration provides individual users specific functions and

permissions to update their account, change their passwords and perform other

functions explained in this section.

It is important to distinguish that the user account functions are different for each

user role.

6.1 USER ROLES

Permissions and functions in E-Verify granted to the user differ for each user role.

There are two user roles: the program administrator and general user.

Every employer account must have at least one program administrator who provides

support for the general user role and to manage the company profile. A company can

choose to have general users who will only be able to create and manage their own

cases. General users and program administrators must successfully complete the

online E-Verify tutorial before privileges to create or manage cases are granted.

The ‘User Role Functions Overview’ provides an explanation of the functions of each

user role:

USER ROLE FUNCTIONS - OVERVIEW

ROLE ADD USERS

VIEW CASES

UPDATE CASES

UNLOCK USERS

VERIFY EMPLOYEES

Program Administrator (at least one

required)

x x x x x

General User (optional)

x x x

6.2 USER ID AND PASSWORD CREATION

User registration is completed by the program administrator. All users are assigned a

user ID and initial password. Upon being initially registered by the program

administrator, users receive an e-mail with a user ID and password. E-Verify will

prompt users to change the initial password for security purposes. Do not share a

password with other users. Each user must have his or her user ID and password.

Passwords are case-sensitive and must be between 8-14 characters, different from

the assigned user ID, changed every 90 days and have the following characteristics:

At least one uppercase or lowercase letter

At least one number and at least one special character - special characters

include:! @ $ % * ( ) < > ? : ; { } + - ~

Contain no more than two identical and consecutive characters in any position

from the previous password

Contain a non-numeric in the first and last positions

Not identical to the user ID

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Additionally, password policy recommends that passwords should not:

Contain any dictionary word

Contain any proper noun or the name of any person, pet, child or fictional

character, nor any employee ID number, Social Security number, birth date,

phone number or any information that could be readily guessed about the

creator of the password

Contain any simple pattern of letters or numbers, such as ‘qwerty’ or ‘xyz123’

Contain any word, noun or name spelled backwards

An example of an acceptable password is found in the ‘Password Example.’

PASSWORD EXAMPLE

This is an acceptable password:

IL!keH20 ►At least eight characters in length

►An uppercase letter

►A lowercase letter

►A special character

►A number

Passwords expire every 90 days. E-Verify automatically prompts you to create a new

password when the old one expires. However, if you think your password has been

compromised, change it immediately.

If a user attempts to log in with an incorrect password three consecutive times,

E-Verify locks him or her out. Password help contact information is listed in the

information box.

If you are locked out of your user account, first try to reset your password using the ‘Forgot your Password?’ link.

If you forget your user ID, you may retrieve it by using the ‘Forgot your User ID?’ link and providing your e-mail address when prompted. However, if you have more than one user ID associated with your e-mail address, you must contact E-Verify Customer Support at 888-464-4218 for assistance

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If you are unsuccessful at changing your password with the automatic system, contact your program administrator. If your program administrator is not available contact E-Verify Customer Support at 888-464-4218.

CHANGE YOUR PASSWORD

If your password has been compromised, change it immediately. To change a

password, follow the steps in ‘Change Password – Overview.’

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CHANGE PASSWORD – PROCESS OVERVIEW

►From ‘My Profile,’ select ‘Change Password.’

►’Enter Old and New Password’ page will display.

►Type current password in the ‘Old Password’ field.

►Type new password in the ‘New Password’ field.

►Retype new password in the ‘Re-Type New Password’ field. The new password cannot be the same as any of the last six passwords.

►Enter password challenge questions and answers.

►Click ‘Submit Password Change.’

6.3 CHANGE SECURITY QUESTIONS

Each user can set security questions to allow them to reset his or her password.

When you log into your E-Verify account for the first time, E-Verify will automatically

prompt you to complete these questions. If you need to change your security

questions, follow the steps in ‘Change Security Questions – Process Overview.’

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CHANGE SECURITY QUESTIONS – PROCESS OVERVIEW

►From ‘My Profile,’ select ‘Change Security Questions.’

►Select a question from the drop down list and enter the answer in the field below. A field

with a red asterisk (*) is a required field.

►Click ‘Submit.’ A confirmation message displays.

6.4 UPDATE USER PROFILE INFORMATION

Every E-Verify user has a profile that includes his or her name, telephone number,

fax number and e-mail address. Users should update this information whenever

necessary using the ‘Edit Profile’ link. To update this information follow the steps

outlined in ‘Edit Profile – Process Overview.’

Federal contractors may use the user administration menu to change passwords and

update personal profiles.

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EDIT PROFILE – PROCESS OVERVIEW

►From ‘My Profile,’ select ‘Edit Profile.’

►Add information or edit fields as necessary. A field with a red asterisk (*) is a required field.

►Click ‘Submit User Profile Changes.’ A confirmation message and your profile information will display.

►Review the confirmation message to see whether the request for profile updates was

successful. If E-Verify is unable to process the user profile updates, try again later.

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7.0 MY COMPANY – PROGRAM

ADMINISTRATORS

Program administrators also manage the site administration of their company. A

program administrator uses the ‘My Company’ menu to:

Add general users

Add other program administrators

Change or update company profile information

Terminate his or her company’s access to E-Verify

7.1 ADD NEW USER

Only program administrators can register E-Verify users. To add an additional user

the program administrator must provide the user’s name, phone number, fax

number (optional) and e-mail address.

If a user leaves the company or no longer needs access to E-Verify, a program

administrator must delete the user’s account. To delete a user’s account, see ‘Delete

User Account – Process Overview’ in Section 7.2.

If you are a program administrator and you need to add a new E-Verify user, follow

the steps in the ‘Add New User – Process Overview.’

ADD NEW USER – PROCESS OVERVIEW

►From ‘My Company,’ select ‘Add New User.’

►Choose general user or program administrator and provide the person’s name, phone

number, fax number (optional) and e-mail address and click ‘Next.’

►Accept the system-generated user ID or create a new user ID.

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►Review the information submitted and then click ‘Submit New User.’

►The new user will receive his or her user ID and password by e-mail.

NOTE: Most people receive our confirmation e-mail within a few minutes. Instruct your new user to check his or her e-mail inbox as well as spam or junk mail folders because sometimes our e-mails are mistakenly marked as spam. If the e-mail is not received within 48 hours, call E-Verify Customer Support at 888-464-4218 for assistance.

7.2 VIEW EXISTING USERS

Only program administrators can view user information and reset passwords. ‘View

Existing Users’ allows you to view, search and maintain the general users and

program administrators assigned to your company, as demonstrated in the ‘View

Existing Users – Process Overview.’

VIEW EXISTING USERS – PROCESS OVERVIEW

►From, ‘My Company,’ select ‘View Existing Users.’

►Search for a user using the criteria displayed in each field. You can enter a partial name and

a percent sign (%) as a wildcard character.

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►Click ‘Display User Summary List.’

►A list of user accounts displays. You can view or modify a user account by selecting the user ID.

RESET USER’S PASSWORD

To reset a user’s password, follow the steps outlined in the ‘Reset User’s Password –


RESET USER’S PASSWORD – PROCESS OVERVIEW

►Follow the steps in ‘View Users – Process Overview’ to find the user who needs his or her password changed.

►Select the appropriate user by selecting his or her user ID.

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►Assign a temporary password by completing both fields under ‘Reset User Password.’

►Click ‘Submit User Modifications.’

DELETE USER ACCOUNT

A program administrator may delete a user account by following the steps ‘Delete

Users – Process Overview.’

DELETE USERS – PROCESS OVERVIEW

►Follow the steps in ‘View Users – Process Overview’ above to find the user who needs to be deleted

►Click ‘Delete’ in the row of the user’s account you wish to delete on the ‘User Summary List’ page.

OR

►Click ‘Delete User’ on the ‘View/Modify User Information’ page.

In both instances, the ‘User Deletion Information’ page will open, displaying the information for the user whom you want to delete. Click ‘Delete User’ to delete the user’s account.

After you click ‘Delete User,’ changes will be permanent.

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M-574, E-

Verify User Manual for Federal Contractors | September 2012 www.dhs.gov/E-Verify

7.3 EDIT COMPANY PROFILE

To update company information in E-Verify, complete the steps in the ‘Edit Company

Profile – Process Overview.’ Users may also view the memorandum of understanding

(MOU) between E-Verify and the employer.

Once a program administrator has updated the company’s profile, he or she will be

subject to the rules and requirements associated with the profile and have access to

all online resources specific to the profile.

EDIT COMPANY PROFILE – PROCESS OVERVIEW


►To modify any section of the ‘Company Information’ page, click ‘View/Edit’ in the section you

want to modify (e.g., company name and physical location, points of contact, North American Industry Classification System (NAICS) code, total hiring sites and total points of contact).

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►Make the required changes and click ‘Submit.’

►Click ‘View MOU’ to view the MOU between E-Verify and the employer. If you have trouble viewing your MOU, make sure you have disabled any pop-up blockers and are using the latest version of your Portable Document Format (PDF) viewer software.

IMPORTANT: After you click ‘Submit,’ the program administrator cannot undo any changes that have been entered without manually re-entering the original information.

The E-Verify company ID number is located at top of the ‘Company Information’ page.

https://e-verify.uscis.gov/enroll/PlugIn.htm

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COMPANY INFORMATION FIELDS

There are many fields that can be updated in ‘Maintain Company Information’ page.

For additional information on each field, see ‘Maintain Company Information –

Overview.’

NOTE: Any information you update will not change your company’s original

electronically signed memorandum of understanding (MOU).

COMPANY INFORMATION – OVERVIEW

FIELD NAME DESCRIPTION

Company Name Name of company enrolled in E-Verify.

Physical Location Location where the company creates E-Verify cases.

Mailing Address Company’s mailing address. If this address is different from the physical location, use this field to make the necessary changes.

Additional Information Additional information about the size of the company and any associated corporate parent company information if applicable.

Employer Identification Number

Also known as federal tax identification number. Generally, most companies are required to have an employer identification number and any company that has employees is required to have one for wage and tax reporting purposes.

Parent Organization An organization that owns or controls other organizations (sometimes called subsidiaries). For corporations, a parent corporation is often defined as a corporation that owns more than 50 percent of another corporation.

Administrator Companies may link their E-Verify employer agent accounts to a corporate administrator account (also called an E-Verify corporate account). This gives your corporate administrator access to your employer or E-Verify employer agent account profile, user administration and reports that contain case information. You should link your account only if you have been instructed to do so by your corporate administrator.

Organization Designation

The category that identifies the company as a Federal, State or local government organization or a federal contractor with the Federal Acquisition Rule (FAR) E-Verify clause in their federal contract, if applicable.

UPDATE POINTS OF CONTACT

Every company must have at least one person assigned as a point of contact for

E-Verify issues. The program administrator is automatically assigned as the point of

contact unless it is changed. To update the point of contact, see ‘Update Points of

Contact – Process Overview.’

UPDATE POINTS OF CONTACT – PROCESS OVERVIEW


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M-574, E-Verify User Manual for Federal Contra

ctors | September 2012 www.dhs.gov/E-Verify

►Click ‘View/Edit’ in the ‘Total Points of Contact’ section of the ‘Company Information’ page to modify this information. The ‘Points of Contact Summary’ page opens.

►Click ‘Add’ to add a new point of contact.

►Click ‘Edit’ after adding the new point of contact's information or modifying an existing point of contact's information. The updated ‘Points of Contact Summary List’ page will appear.

►Click ‘Delete’ to delete a point of contact. The updated ‘Points of Contact Summary List’ page will appear.

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►Click ‘Save and Continue’ when finished updating the point(s) of contact. This brings the

program administrator back to the ‘Company Information’ page.

UPDATE NORTH AMERICAN INDUSTRY CLASSIFICATION

SYSTEM (NAICS) CODE INFORMATION

The North American Industry Classification System (NAICS) code classifies

companies by industry. During enrollment the employer selects the NAICS code. If

the company’s industry classification has changed this should be updated in the

E-Verify company profile.

To update the NAICS code, follow the ‘Update NAICS Code - Process Overview.’

UPDATE NAICS CODE – PROCESS OVERVIEW


►Click ‘View/Edit’ in the NAICS section of the ‘Company Information’ page.

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►The NAICS Code page displays the NAICS code entered when your company enrolled in

E-Verify.

To modify the ‘NAICS Code’ field:

►Enter the new three digit NAICS code. If the new number is not known, a program administrator can search available codes.

To determine the company's NAICS code:

►Click ‘Generate NAICS Code.’

►Select the appropriate sector and subsector from the drop-down list. As a program administrator proceeds from page to page, the resulting NAICS Code appears in the ‘NAICS Code’ field.

►Select the appropriate category for the company from each list that appears.

►Click ‘Accept NAICS Code and Continue.’ Once you have accepted the final subsector, the ‘Company Information’ page appears.

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ADD NEW HIRING SITE(S)

Program administrators can modify the number of hiring sites that participate in

E-Verify in each state. A participating hiring site means that your company will

create a case for every newly hired employee or employee assigned to a federal

contract who works at that site in E-Verify.

The ‘Company Hiring Sites’ page shows the states where the employer has hiring

sites and the number of hiring sites for each state. Program administrators have the

option to add hiring sites for a new state, edit the number of hiring sites in a state

where the employer currently has participating hiring sites or delete a state from the

hiring site list.

To add a new state where the employer has participating hiring sites, follow the ‘Add

New State Hiring Site – Process Overview.’

ADD NEW STATE HIRING SITE – PROCESS OVERVIEW


►Click ‘View/Edit’ in the ‘Total Hiring Sites’ section of the ‘Company Information’ page.

►Click ‘Add’ to add participating hiring sites for a new state. Select the state from the drop-down list, enter the number of hiring sites, then click ‘Update.’

►To edit the number of participating hiring sites in a state where the company currently has

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hiring sites, click ‘Edit’ next to the state whose number of hiring sites you wish to edit. Change the number of hiring sites, and then click ‘Update.’

►To delete a state from the company’s hiring site list, click ‘Delete’ next to the state you want to remove. Confirm that you want to remove the state and all of its hiring sites by selecting ‘Delete Site.’

►Click ‘Next’ to submit modifications and return to the ‘Company Information’ page.

VIEW MEMORANDUM OF UNDERSTANDING (MOU)

Program administrators may view the Memorandum of Understanding (MOU)

between E-Verify and the employer. To view the MOU, follow the steps outlined in

the ‘View MOU- Process Overview.’

VIEW MOU – PROCESS OVERVIEW


►From the ‘Company Information’ page, click ‘View MOU’ at the bottom of the screen.

►The MOU that was electronically signed for that company will appear in a new window. If the

MOU does not load, ensure that your pop-up blocker is disabled.

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IMPORTANT: You should not close your E-Verify account if you determine that you

need to update the signatory of your E-Verify MOU. Instead, submit the following by

e-mail to [email protected] or by fax to 202-443-0215:

A written request to update the signatory of your E-Verify MOU; and

An updated copy of the signatory page from your MOU.

REMINDER

Be sure to update your E-Verify account information to reflect any changes.

7.4 CLOSE COMPANY ACCOUNT

Any E-Verify account may be closed voluntarily. To close an account employers must

request termination electronically through E-Verify, See ‘Close Company Account –

Process Overview’ or submit a written termination notice by e-mail to

[email protected] or by fax to 202-443-0215. A program administrator or the

signatory of the MOU must submit written notice to E-Verify 30 days in advance of

the date that the employer would like to close the account.

NOTE: E-Verify employer agents who choose to close their accounts should ensure

that they notify their client(s).

You must continue to use E-Verify in accordance with the MOU during this 30-day

period or until you have received an e-mail confirming that the account is closed,

whichever is sooner. All open E-Verify cases still need to be closed, even if you

request to close your E-Verify account.

IMPORTANT: Once an account is closed, all access to the account and its associated

records is lost. To preserve the records from an E-Verify account, a complete user

audit report, see Section 5.3, should be created and retained. E-Verify case

information and documentation must be retained for your employees for the same

length of time as their Forms I-9.

To request termination of company participation in E-Verify, perform the steps

outlined in ‘Close Company Account – Process Overview.’

CLOSE COMPANY ACCOUNT – PROCESS OVERVIEW

►From ‘My Company,’ click ‘Close Company Account.’

►Type the reason for closing the account in the ‘Termination Request Reason’ field.

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►Click ‘Request Termination.’

►A message will appear informing you that E-Verify will be notified of your site’s request to terminate participation in the program.

REMINDER

If your company has more than one E-Verify employer account and the entire company is requesting termination, your company must close each employer account.

If you submitted a termination request by mistake, contact E-Verify Customer Support at 888-464-4218 for assistance

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8.0 CLIENT COMPANY ADMINISTRATION FOR

E-VERIFY EMPLOYER AGENTS

The ‘My Clients’ menu is only available to federal contractor E-Verify employer

agents and enables them to:

Enroll new clients

View and update client information

View ‘E-Verify Memorandum of Understanding for Client Employers of E-Verify

Employer Agents (MOU)’

Terminate existing clients

E-Verify employer agents must enroll their clients before they can create cases for

them in E-Verify.

8.1 CLIENT ENROLLMENT

Before you can create a case for your clients, each client must be enrolled in

E-Verify. To enroll a client in E-Verify, follow the steps outlined in ‘New Client

Enrollment – Process Overview.’

NEW CLIENT ENROLLMENT - PROCESS OVERVIEW

►From ‘My Clients,’ select ‘Add New Client.’

►Select which category best describes your client’s organization.

IMPORTANT: If you indicate ‘Federal Contractor with FAR E-Verify Clause,’ you will be required to select the federal contractor category that best describes your client’s organization and indicate which employees your client will verify. For additional information see the ‘E-Verify Supplemental Guide for Federal Contractors.’

►Enter information for your client including client name, physical location, mailing address, employee identification number, number of employees and parent company. In E-Verify, a red asterisk (*) to the right of a text box indicates a required field.

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►Enter the North American Industry Classification System (NAICS) code, and click ‘Accept NAICS Code and Continue.’ If you do not know the client's NAICS code, you must generate a NAICS code that is three digits.

► If you know the NAICS Code, enter the three digit NAICS Code in the field provided

and click ‘Accept NAICS Code and Continue.

If the number is not known click ‘Generate NAICS Code’ to determine the company’s NAICS code.

To determine the company's NAICS code:

►Select the appropriate sector from the drop-down list. ►Click ‘Continue NAICS Code.’

►Select the appropriate subsector from the drop-down list. The resulting NAICS code appears in the ‘NAICS Code’ field.

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►Click ‘Accept NAICS Code and Continue.’

►Once the three digit NAICS code is generated, click ‘Accept NAICS Code and Continue.’

►Select ‘Single Site Verification’ or ‘Multiple Sites Verification’ for the client.

►Enter the primary point of contact for the client, and click ‘Next.’

►Review the company information. Click ‘Register Employer.’

►To complete the enrollment process, select ‘Generate MOU.’

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►Print and provide the ‘E-Verify Memorandum of Understanding for Client Employers of E-Verify Employer Agents (MOU)’ to the client.

►Enrollment is complete after the MOU is provided to the client, and the client signs the

MOU.

The MOU may be provided to the client by fax, mail or e-mail. E-Verify employer

agents must determine the best method to complete this step and obtain the client

signature.

When the client has signed the MOU, the signed signature page of the MOU must be

submitted to E-Verify. E-Verify employer agents can submit the signature page by

uploading an electronic copy in E-Verify. The signature page must be in the form of a

Graphics Interchange (GIF) file. To submit the client MOU electronically, follow the

steps outlined in ‘Electronic Submission of MOU Signature Page – Process Overview.’

Employers who are unable to submit the MOU signature page electronically may fax

the signature page to 202-443-0215.

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ELECTRONIC SUBMISSION OF MOU SIGNATURE PAGE – PROCESS OVERVIEW

►From ‘My Clients,’ select ‘View Existing Clients.’

►Enter the client search criteria. Select the radio button for pending registration. Click ‘Display Client Summary List.’

►Click ‘Edit’ for the appropriate client.

►Ensure all the information for the client is accurate and click ‘Upload Signature Page.’

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►Enter the date the MOU was signed by the client, attach the signature page and click ‘Submit Electronic Document.’

IMPORTANT: If you choose to submit the MOU electronically, you must submit the file in the form of a GIF file. Other file types are not acceptable.

When the MOU signature page is submitted for the client, the E-Verify employer

agent may begin creating new cases in E-Verify for the client.

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8.2 UPDATE CLIENT INFORMATION

If a program administrator needs to make changes to the client information, physical

location, organization designation, North American Industry Classification System

(NAICS) code, hiring sites or point of contact list, he or she can update the

information under ‘View Existing Clients.’ To update client information in E-Verify,

program administrators follow the steps outlined in ‘Update Client Information –


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UPDATE CLIENT INFORMATION – PROCESS OVERVIEW

►From ‘My Clients’ select ‘View Existing Clients.’

►Enter the client search criteria and select ‘Display Client Company Summary List.’


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►To modify any section of the ‘Company Information’ page, click ‘View/Edit’ in the section you want to modify (i.e., company name and physical location, NAICS code, total hiring sites and total points of contact).

►Make the required changes and click ‘Submit.’

CLIENT COMPANY INFORMATION FIELDS

There are many fields that can be updated in your client’s ‘Company Information’

page. Those fields are listed in the ‘Company Information Overview.’

COMPANY INFORMATION - OVERVIEW

FIELD NAME DESCRIPTION

Company Name Name of company enrolled in E-Verify.

Physical Location Location where the company creates E-Verify cases.

Mailing Address Company’s mailing address. If this address is different from the physical location, use this field to make the necessary changes.

Organization Designation

The category that identifies the company as a Federal, State or local government organization or a federal contractor with the Federal Acquisition Rule (FAR) E-Verify clause in their federal contract, if applicable.

NAICS Code North American Industry Classification System (NAICS) code.

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8.3 VIEW CLIENT MEMORANDUM OF UNDERSTANDING (MOU)

Program administrators can view the ‘E-Verify Memorandum of Understanding for

Client Employers of E-Verify Employer Agents (MOU)’ signature page for each client

enrolled in E-Verify. A blank MOU template is also available to program

administrators. To view the client MOU, follow the steps outlined in ‘View Client MOU

– Process Overview.’

VIEW CLIENT MOU – PROCESS OVERVIEW


►Enter the client search criteria and select ‘Display Client Company Summary List.’


►Select the hyperlink ‘View MOU Signature Page’ to view an electronic copy of the signature page signed by both you as the E-Verify employer agent and your client.

►Click ‘View MOU’ to view a blank version of the MOU.

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The E-Verify client company ID number is located at top of the ‘Company Information’ page.

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8.4 CLOSE CLIENT ACCOUNT

Any E-Verify account may be closed voluntarily. To close the account for a client,

E-Verify employer agents must request termination electronically through E-Verify,

see ‘Close Company Account – Process Overview,’ or submit a written termination

notice by e-mail to [email protected] or by fax to 202-443-0215. A program

administrator or the signatory of the MOU must submit written notice to E-Verify 30

days in advance of the date that the E-Verify employer agent would like to close the

client account.

You must continue to use E-Verify in accordance with the MOU during this 30-day

period or until you have received an e-mail confirming that the client’s account is

closed, whichever is sooner. All open E-Verify cases still need to be closed, even if

you request to close your client’s E-Verify account.

IMPORTANT: Once an account is closed, all access to the account and its associated

records is lost. To preserve the records from an E-Verify account, a complete user

audit report, see Section 5.3, should be created and retained. E-Verify case

information and documentation must be retained for your client’s employees for the

same length of time as their Forms I-9.

To request termination of client participation in E-Verify, follow the steps outlined in

‘Close Client Account – Process Overview.’

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CLOSE CLIENT ACCOUNT – PROCESS OVERVIEW


►Enter the client search criteria and click ‘Display Client Summary List.’

►Click ‘Terminate’ for the appropriate client.

►Enter the reason for closing the account in the ‘Terminate Request Reason’ field.

►Click ‘Request Client Termination.’

►A message will appear informing you that the E-Verify office will be notified of the client’s request to close their E-Verify account.

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9.0 RESOURCE AND CONTACT INFORMATION

The E-Verify public website is the primary resource for all E-Verify information, but

do not hesitate to contact us via phone or e-mail. For easy access to online

resources, we suggest that you bookmark or save the websites as favorites so you’ll

have easy access to them in the future.

E-VERIFY RESOURCES

E-Verify Public Website www.dhs.gov/E-Verify

General information about E-Verify Program information and statistics Frequently asked questions E-Verify user manuals E-Verify quick reference guides Information about employee rights

and employer obligations

E-Verify Enrollment Application https://e-verify.uscis.gov/enroll

Website for initial company enrollment

E-Verify Access for Employers and Corporate Administrators

https://e-verify.uscis.gov/emp

User access to E-Verify

E-Verify Access for E-Verify Employer Agents

https://e-verify.uscis.gov/esp

User access to E-Verify

E-VERIFY CONTACT INFORMATION

E-Verify Customer Support

E-Verify Customer Support is available to assist you with using E-Verify, password resets, cases and technical support. We can also answer your questions about E-Verify policies and procedures, Form I-9 and employment eligibility. We are available Monday through Friday, from 8 a.m. Eastern Time to 5 p.m. Pacific Time except on federal holidays.

For Employers: 888-464-4218 877-875-6028 (TTY) [email protected]

For Employees: 888-897-7781


https://e-verify.uscis.gov/enroll

https://e-verify.uscis.gov/emp

https://e-verify.uscis.gov/esp


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877-875-6028 (TTY) [email protected]

Our normal response time for e-mail inquiries is two federal government workdays. If we need more time to respond to your inquiry, we’ll contact you within two federal government workdays to explain why we need additional time and provide you with an estimated response time.

Office of Special Counsel for Immigration, Related Unfair Employment Practices (OSC)

OSC is available to answer your questions about immigration-related employment discrimination, including discrimination based on citizenship status, immigration status or national origin in the Form I-9 and E-Verify processes.

Employer Hotline: 800-255-8155 800-362-2735 (TTY)

Employee Hotline: 800-255-7688 800-237-2515 (TTY)

Website: www.justice.gov/crt/osc/


http://www.justice.gov/crt/osc/

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APPENDIX A: ACRONYMS

Acronym Definition

DHS U.S. Department of Homeland Security

DOS U.S. Department of State

FAR Federal Acquisition Regulation

FNC Final Nonconfirmation

GIF Graphics Interchange Format

HSPD Homeland Security Presidential Directive

IIRIRA Illegal Immigration Reform and Immigrant Responsibility Act

INA Immigration and Nationality Act of 1952

IRCA Immigration Reform and Control Act of 1986

MOU Memorandum of Understanding

NAICS North American Industry Classification System

OSC Office of Special Counsel for Immigration Related Unfair Employment Practices

SSA Social Security Administration

SSN Social Security number

TNC Tentative Nonconfirmation

USCIS United States Citizenship and Immigration Services

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APPENDIX B: GLOSSARY

A

Acceptable Documents for Verifying Identity and Employment Eligibility

Documents designated for determining employment eligibility and identity under the

Immigration and Nationality Act (INA) are listed on Form I-9 and in the ‘Handbook

for Employers: Instructions for Completing Form I-9 (M-274)’ found at

http://www.uscis.gov/files/form/m-274.pdf. Employees have the right to choose

which document or combination of documents to present. Any ‘List B’ document

presented to a federal contractor participating in E-Verify must contain a photograph.

Admission Number or I-94 Number

An 11-digit number that is found on the Arrival-Departure Record (Form I-94 or

Form I-94A).

Alien (Noncitizen)

An individual who is not a citizen or national of the United States.

Alien Authorized to Work

A noncitizen who is allowed to work because of his or her immigration status or a

noncitizen who is granted work authorization by the U.S. Citizenship and

Immigration Services upon request.

Alien Registration Number or Alien Number (A-number)

A unique seven-, eight- or nine-digit number assigned to a noncitizen at the time his

or her A-File is created. The 9-digit U.S. Citizenship and Immigration Services

number listed on the front of Permanent Resident Cards (Form I-551) issued after

May 10, 2010 is the same as the Alien Registration Number. The A-number can also

be found on the back of these Permanent Resident Cards.

Anti-Discrimination Notice

The anti-discrimination notice is published by the Office of Special Counsel for

Immigration-Related Unfair Employment Practices, Department of Justice (OSC), and

provides information to employees concerning discrimination in the workplace. The

E-Verify memorandum of understanding (MOU) requires participating federal

contractors to display both the English and Spanish versions of the notice in a

prominent place that is clearly visible to prospective employees. This notice is

available in the ‘View Essential Resources’ section of E-Verify. For questions about

discrimination during the employment eligibility verification process, employers may

contact OSC at 1-800-255-8155 or 1-800-237-2515 (TTY for the hearing impaired)

or visit OSC’s website at http://www.justice.gov/crt/about/osc.

Arrival/Departure Record (Form I-94 or I-94A)

A document issued to noncitizens when admitted to the United States. Some of

these forms are stamped to indicate work-authorized status. Form I-94 or I-94A

contains an 11-digit admission number that may be used as part of the initial

E-Verify case if the noncitizen employee does not have an Alien Registration Number.

B


http://www.justice.gov/crt/about/osc

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C

Case in Continuance

This response is given if the Social Security Administration (SSA) or the U.S.

Department of Homeland Security (DHS) needs more than 10 federal government

workdays to provide a final case result. The employee continues to work until a final

case result is provided in E-Verify from SSA or DHS.

Case Incomplete

This response is given if the user abandons a case after the ‘Check Information’

screen or the photo matching screen appears. The user will need to continue the

case or close the case.

Case Verification Number

A unique number assigned to each E-Verify case that is created when an employer

submits an initial verification. Federal contractors participating in E-Verify are

required to record the case verification number on the employee’s Form I-9 or to

print the screen containing the case verification number and attach it to the

employee’s Form I-9.

Client

An individual or company that hires an E-Verify employer agent to create E-Verify

cases on their behalf.

Close Case

The step in the verification process when either a final result has been provided or

the user no longer needs to continue the verification and the case is ready to be

closed.

Corporate Administrator

Corporate administrator access is used only for managing multiple employer

accounts and doesn’t allow corporate administrator users to create and manage

E-Verify cases. New corporate administrators must attend a free regularly scheduled

Web-based training session before their accounts can be activated.

D

DHS No Show

A response received when the employee did not contact the U.S. Department of

Homeland Security (DHS) to resolve his or her case and 10 federal government

workdays have passed since the date of referral. The ‘DHS No Show’ result is

considered a final nonconfirmation.

DHS Verification in Process

A case result of ‘DHS Verification in Process’ means that the employee’s information

did not match U.S. Department of Homeland Security (DHS) records. The case is

automatically referred to DHS for further verification. DHS responds to most of these

cases within 24 hours, but has up to three federal government workdays to respond.

Employers should check E-Verify periodically for a response.

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Document Type

Type of document(s) presented by a newly hired employee to verify identity and

employment eligibility.

E

Employment Authorized

This is a case result received in E-Verify when the information entered for an

employee matches Social Security Administration (SSA) or U.S. Department of

Homeland Security (DHS) records. This result indicates employment eligibility has

been verified.

Employment Authorization Document (Form I-766)

A document issued to noncitizens who are authorized to work temporarily in the

United States. The most recent version of the Employment Authorization Document

(Form I-766) has been issued since January 1997.

Form I-9, Employment Eligibility Verification

The form employers are required to complete with an employee when they hire the

employee to perform labor or services in return for wages or other remuneration.

This requirement applies to all employees hired after November 6, 1986. For

employers in the Commonwealth of the Northern Mariana Islands (CNMI), this

requirement applies to all employees hired after Nov. 27, 2009. In the CNMI,

employers had to complete Form I-9 CNMI for every employee hired for employment

in the CNMI from November 28, 2009 to November 27, 2011 and the standard Form

I-9 for those hired on or after November 28, 2011.

E-Verify Employer Agent

An individual or company that creates E-Verify cases on behalf of employers,

formerly referred to as a designated agent.

E-Verify

E-Verify is an Internet-based program in which the employment eligibility of newly

hired employees and existing employees assigned to a covered federal contract will

be verified after Form I-9 has been completed. This involves separate verification

checks (if necessary) of records maintained by the Social Security Administration

(SSA) and the U.S. Department of Homeland Security (DHS).

E-Verify Participation Notice

The E-Verify Participation Notice informs prospective employees that an employer is

participating in E-Verify. The memorandum of understanding (MOU) requires

participating federal contractors to display both the English and Spanish versions of

the notice in a prominent place that is clearly visible to prospective employees.

F

Final Nonconfirmation

If an employee’s employment eligibility cannot be verified, an employer will receive a

Final Nonconfirmation case result in E-Verify. An employer receiving a ‘SSA or DHS

Final Nonconfirmation’ response may terminate the employee and will not be civilly

or criminally liable under any law for the termination, as long as the action was taken

in good faith reliance on the information provided through E-Verify, as noted in

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Article II, Section C – Responsibilities of the Employer (#6) in the memorandum of


G

General Users

This user type creates cases, views reports and can update his or her user profile.

H

Handbook for Employers: Instruction for Completing Form I-9 (M-274)

Provides detailed instructions on how to complete and retain Form I-9.

Hire Date

The hire date is the date the employee began (or will begin) work for pay. Enter the

Section 2 ‘Certification’ date from the employee’s Form I-9 as the hire date in

E-Verify. If you rehired an employee and completed Section 3 of Form I-9, enter the

‘Date of Rehire’ from Section 3 of the employee’s Form I-9 as the hire date in

E-Verify.

Hiring Site

A hiring site is the location where your company’s employees are hired and they

complete Form I-9. If your company creates cases in E-Verify at the same location, it

is a verification location AND a hiring site.

I

Illegal Immigration Reform and Immigrant Responsibility Act of 1996

(IIRIRA)

Public Law 104-208 enacted on September 30, 1996 required the Immigration and

Naturalization Service to conduct three types of employment authorization

verification pilot programs. The ‘basic pilot program’ was one of the three programs

and is the only program still in existence. The ‘basic pilot program’ exists today as

E-Verify.

Immigration and Nationality Act of 1952 (INA)

Public Law 82-414 enacted on June 27, 1952 which, along with other immigration

laws, treaties and conventions of the United States, relates to the immigration,

temporary admission, naturalization and removal of noncitizens.

Immigration Reform and Control Act of 1986 (IRCA)

Public Law 99-603 enacted on November 6, 1986 sought to eliminate employment

opportunity as a key incentive for illegal migration to the United States. IRCA

mandates that all U.S. employers verify the employment eligibility and identify of all

new hires through completion of the Form I-9. It provides remedies to employees

and sanctions against employers who knowingly hire undocumented workers or

discriminate against employees based on citizenship or immigration status or based

on national origin.

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Initial Case Result

The results displayed in E-Verify once an employee’s information has been submitted

as part of a verification case. Initial case results include ‘Employment Authorized,’

‘Tentative Nonconfirmation (TNC)’ and ‘DHS Verification in Process.’

Interim Case Status

Certain initial E-Verify results that require additional action before E-Verify can

provide a final case result. Interim case results include ‘SSA or DHS Tentative

Nonconfirmation,’ ‘Review and Update Employee Data,’ ‘DHS Verification in Process,’

‘SSA or DHS Case in Continuance.’

J

K

L

Lawful Permanent Resident

A noncitizen who has been lawfully granted the privilege of residing and working

permanently in the United States.

M

Memorandum of Understanding (MOU)

A legal document describing a bilateral or multilateral agreement between/among

parties. It constitutes a legally binding contract when properly executed (i.e., signed)

by all the parties. Employers who participate in E-Verify must sign the E-Verify MOU

between the employer, the U.S. Department of Homeland Security (DHS) and the

Social Security Administration (SSA).

N

Noncitizen National of the United States

Persons born in American Samoa; certain former citizens of the former Trust

Territory of the Pacific Islands who relinquished their U.S. citizenship acquired under

Section 301 of Public Law 94-241 (establishing the Commonwealth of the Northern

Mariana Islands) by executing a declaration before an appropriate court that they

intended to be noncitizen nationals rather than U.S. citizens; and certain children of

noncitizen nationals born abroad. Generally, noncitizen nationals are American

Samoans.

Notice to Employee of Tentative Nonconfirmation (TNC)

This is a computer generated notice given to an employee after a tentative

nonconfirmation (TNC) interim case result has been received from the Social Security

Administration (SSA) or the U.S. Department of Homeland Security (DHS). If an

employee contests the TNC, he or she must contact or visit the appropriate agency

within eight federal government workdays to initiate resolution of his or her E-Verify

case.

O

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Office of Special Counsel (OSC)

Created by the Immigration Reform and Control Act of 1986 (IRCA), the Office of

Special Counsel for Immigration Related Unfair Employment Practices (OSC), within

the Civil Rights Division of the U.S. Department of Justice, enforces the anti-

discrimination provision of the Immigration and Nationality Act, 8 USC 1324b, which

prohibits discrimination in hiring and discharging based upon citizenship or

immigration status and national origin, and discrimination during the employment

eligibility verification process, which includes Form I-9 and E-Verify.

P

Passport (Foreign)

Any travel document issued by a competent authority showing the bearer’s origin,

identity and nationality, if any, which is valid for the entry of the bearer into a

foreign country.

Passport (United States)

Document issued by the U.S. Department of State to U.S. citizens and noncitizen

nationals.

Password

A unique identifier that allows registered E-Verify users access to E-Verify.

Permanent Resident or Lawful Permanent Resident

A noncitizen who has been lawfully granted the privilege of residing and working

permanently in the United States.

Permanent Resident Card (Form I-551)

Issued by the former Immigration and Naturalization Service beginning in December

1997 and now issued by U.S. Citizenship and Immigration Services, this card is the

current version given to permanent residents. The document is valid for 10 years. In

the current version of the Permanent Resident Card (Form I-551), the name of the

document was changed from Resident Alien Card to Permanent Resident Card.

Photo Matching

During the verification case, employers match the photos on certain documents

provided by employees when completing Form I-9 with the photo that appears in

E-Verify. Photo matching is activated only when an employee has provided a U.S.

Passport, Passport Card, Permanent Resident Card (Form I-551) or an Employment

Authorization Document (Form I-766) as his or her Form I-9 document.

Photo Match

The photo on the employee’s document matches the photo supplied by E-Verify. The

photo transmitted by E-Verify should be the same (identical) photo that appears on

an employee’s U.S. Department of Homeland Security (DHS) issued document.

Employers should be able to determine whether the photos match.

Photo Mismatch

The photo on the employee’s document does not match the photo supplied by

E-Verify. The photo transmitted by E-Verify should be the same (identical) photo that

appears on an employee’s U.S. Department of Homeland Security (DHS) issued

document. If the employer determines that it does not match, a DHS Tentative

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Nonconfirmation (TNC) is issued and the employee must be given the opportunity to

contest.

Point of Contact

An individual in your company who can be contacted about E-Verify issues. This

person may or may not be one of the two user types.

Prescreening

Creating a case in E-Verify before a job offer has been accepted and Form I-9 is

complete.

Program Administrator

This user type creates user accounts at his or her site. This user can view reports,

create cases, update account information and unlock user accounts.

Q

R

Referral Letter

An employee who has chosen to contest an ‘SSA or DHS Tentative Nonconfirmation

(TNC)’ case result is provided with the appropriate agency referral letter instructing

the employee to contact or visit the appropriate agency within eight federal

government workdays from the date of referral to initiate the resolution of their

E-Verify case.

Request Name Review

In some cases E-Verify returns a case result of ‘Employment Authorized,’ but the

name shown as authorized does not match exactly the name you entered into

E-Verify from the employee’s Form I-9. This can happen because of name variations

in U.S. Department of Homeland Security (DHS) records.

If the names do not match, the case must be sent to DHS for review. Taking this

step ensures that the record associated with the ‘Employment Authorized’ case result

belongs to the employee whose information was entered into E-Verify.

Review and Update Employee Data

In some instances, a case status of ‘Review and Update Employee Data’ may occur.

This means that the Social Security Administration (SSA) found a discrepancy in the

information it received in the E-Verify referral. This may occur because of

typographical errors and/or incorrect information on Form I-9. The Form I-9 will

need to be reviewed with the employee, the information corrected as applicable and

then the case may be resubmitted.

S

Social Security Administration (SSA)

The federal government agency that administers a national program of contributory

social insurance. SSA and DHS jointly conduct the E-Verify program.

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SSA Referral

After an employee is advised of an ‘SSA Tentative Nonconfirmation (TNC)’ and has

signed the ‘Notice to Employee of Tentative Nonconfirmation’ also called a TNC

notice, the employee is referred to SSA to resolve the TNC.

T

Tentative Nonconfirmation (TNC)

The employee information was compared to government records and could not be

verified. This does not mean that the employee is not authorized to work, or that the

information provided was incorrect. The employee must contact or visit either the

Social Security Administration (SSA) or the U.S. Department of Homeland Security

(DHS) to resolve the discrepancy and continue employment.

U

U.S. Department of State (DOS)

The federal government department that is responsible for international relations.

DOS issues U.S. Passports and Passport Cards.

USCIS Number

A nine-digit number listed on the front of Permanent Resident Cards (Form I-551)

issued after May 10, 2010 that is the same as the Alien number. The A-number can

also be found on the back of these Permanent Resident Cards (Form I-551).

User ID

The user ID is an assigned ID with letters and numbers that identifies the user of a

computer system or network. All users who create cases in E-Verify must have their

own user IDs. The user ID must be eight characters and may be letters, numbers or

a combination of both. A user ID is not case sensitive.

V

Verification location

A verification location is where your company’s human resources staff takes the

information from an employee’s Form I-9 and creates a case in E-Verify.

W, X, Y, Z

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